bls_1900-76_1977.pdf

Area Wage SurveyAkron, Ohio, Metropolitan Area, December 1976

3 ;

Bulletin 1900-76

U.S. Department of Labor Bureau of Labor Statistics

Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

PrefaceThis bulletin p rov ides results o f a D ecem ber 1976 survey

o f occupational earnings and supplementary wage benefits in the Akron , Ohio, Standard M etropolitan Statistical A r e a (P o r ta g e and Summit Counties). The survey was made as part o f the Bureau o f Labor S ta t is t ics ' annual a rea wage survey p ro g ra m , which is designed to y ie ld data fo r individual m etropo litan areas as w e l l as national and reg ional estimates fo r a l l Standard Metropolitan Statistical A r e a s in the United States, excluding A laska and Hawaii.

A m a jo r consideration in the area wage survey p ro g ra m is the need to desc r ibe the le v e l and m ovement o f wages in a v a r ie ty o f labor m arkets , through the analysis o f ( 1 ) the le v e l and distribution of wages by occupation, and ( 2 ) the m ovement o f wages by occupational ca tegory and skill le v e l . The p ro gram develops in formation that m ay be used for many purposes, in cluding wage and sa la ry administration, co l le c t iv e bargaining, and assistance in determ in ing plant location. Survey results also are used by the U.S. Department of Labor to make wage d e t e r minations under the S erv ice Contract Ac t o f 1965.

Currently , 84 areas are included in the p rogram . (See l is t of areas on inside back cove r . ) In each area , occupational earnings data a re co l lec ted annually. In formation on es tab l ish ment p rac t ices and supplementary wage benefits is obtained e ve ry th ird year.

Each year a fte r all individual a rea wage surveys have been com pleted, two sum m ary bulletins are issued. The f i rs t brings together data fo r each m etropo litan a rea surveyed; the second presents national and reg iona l es t im ates, p ro jected f ro m individual m etropo litan area data.

The Akron survey was conducted by the Bureau 's r e gional o f f ic e in Chicago, I l l ino is , under the genera l d irection of L o is L . O r r , Ass is tant Reg iona l C om m iss ion er fo r Operations. The survey could not have been accom plished without the coo pe ra tion o f the many f i rm s whose wage and sa la ry data prov ided the basis fo r the sta t is t ica l in form ation in this bulletin. The Bureau wishes to exp ress s ince re appreciation fo r t h e cooperation rece ived .

N ote:

Current l is t ings of union wage rates in the Akron area are ava ilab le fo r building trades , printing trades , loca l- t rans it operating em ployees , lo ca l tru ck d r iv e rs and he lpe rs , and g ro ce ry store em p loyees . F r e e cop ies of these a re ava ilab le f ro m the Bureau 's reg iona l o f f ic e s . (See back cove r fo r addresses. )


Bulletin 1900-76 M arch 1977Area W age Survey: Akron, Ohio, Metropolitan Area

December 1976

U.S. DEPARTMENT OF LABOR, Ray Marshall, Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Contents Page

In troduct ion_________________________________________ 2

Tables:

A . Earn ings:A - l . W eek ly earnings of o f f ic e w o rk e rs . . . 3 A-2 . W eek ly earnings of p ro fess iona l

and technical w o r k e r s _______________ 5A -3 . A v e ra g e week ly earnings of o f f ic e ,

pro fess iona l , and technicalw o rk e rs , by s e x _____________________ 6

A -4 . Hourly earnings of maintenance, to o lroom , and powerplantw o rk e rs ________________________________ 7

A -5 . Hourly earnings o f m ate r ia l movement and custodialw o rk e rs ________________________________ 8

A - 6 . A v e ra g e hourly earnings ofmaintenance, too lroom , pow erplant, m ate r ia l m ovem en t , andcustodial w o rkers , by s e x -------------- 1 0

A -7 . Pe rcen t increases in average hourly earnings for selected occupational g roups , adjusted fo r employment sh i f ts --------------------- 1 1

Page

Tables— Continued

B. Establishment pract ices andsupplementary wage provis ions:

B - l . Minimum entrance sa lar ies fo r inexperienced typistsand c le rk s_____________________________ 1 2

B-2. Late shift pay provis ions forfu l l - t im e manufacturing plantw o rk e rs ________________________________ 13

B-3. Scheduled week ly hours and days of fu l l - t im e f i rs t -sh i f tw o rk e rs ________________________________ 14

B-4. Annual paid holidays for fu l l - t im ew o rk e rs ________________________________ 15

B-5. Paid vacation prov is ions forfu l l - t im e w o rk e rs ____________________ 1 6

B - 6 . Health, insurance, and pension plan prov is ions for fu l l - t im e w o rk e rs ________________________________ 19

Appendix A . Scope and method o f s u r v e y ------------ 21Appendix B. Occupational desc r ip t ion s -------------- 26

For sale by the Superintendent o f Documents, U .S . Government Printing O ffic e , Washington, D. C. 20402, GPO Bookstores, or BLS Regional O ffices listed on back cover. Price 85 cents. Make checks payable to Superintendent o f Documents.


IntroductionThis area is 1 of 84 in which the U.S.

Department o f L a b o r 's Bureau o f Labor Statistics conducts surveys o f occupational earnings and r e lated benefits. In this a rea , data w e re obtained by personal v is its of Bureau f ie ld economists to r e presentative establishments within s ix broad industry d iv is ions: Manufacturing; transportat ion, com m unication, and other public util it ies; wholesa le trade; re ta i l trade; f inance, insurance, and rea l estate; and s e rv ic e s . M a jo r industry groups excluded from these studies are government operations and the con struction and ex tract ive industries. Establishments having few e r than a p resc r ibed number of w orkers a re omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each o f the broad industry d iv isions which meet publication c r i t e r ia .

A - s e r i e s tables

Tables A - l through A -6 provide estimates of s tra igh t-t im e week ly or hourly earnings fo r w o rk ers in occupations common to a va r ie ty of m anufacturing and nonmanufacturing industries. Occupations w e re se lected f ro m the fo llowing ca tegor ies : (a)O f f ic e c le r ic a l , (b) p ro fess iona l and technica l, (c) maintenance, to o lroom , and powerplant, and (d) m ater ia l m ovement and custodial. In the 31 la rgest survey a reas , tables A - l a through A -6 a prov ide s im i la r data for establishments employing 500 w o r k ers or m ore .

Tab le A -7 prov ides percent changes in a v e rage hourly earnings o f o f f ic e c le r ic a l w o rk e rs , e lectron ic data p r o c e s s i n g w o rk e rs , industrial

nurses, skilled maintenance trades w o rk e rs , and unskilled plant w o rk e rs . W here poss ib le , data are presented for all industries, manufacturing, and nonmanufacturing. This table p rovides a m easure of wage trends a fter elimination o f changes in average earnings caused by employment shifts among es tablishments as w e l l as turnover of establishments in cluded in survey samples. F o r further deta i ls , see appendix A.

B -s e r ie s tables

The B -s e r ie s tables present information on minimum entrance sa la r ies for o f f ic e w o rkers ; late shift pay prov is ions and pract ices for plant w orkers in manufacturing; and data separately fo r plant and o f f ic e w o rkers on scheduled week ly hours and days of f i r s t -sh i f t w o rke rs ; paid holidays; paid vacations; and health, insurance, and pension plans.

Appendixes

Appendix A d escr ibes the methods and concepts used in the area wage survey p rogram . It p rov ides information on the scope of the a rea survey , on the a rea 's industrial composition in m anufacturing, and on labor-m anagem ent agreem ent cove rage .

Appendix B p rov ides job descr iptions used by Bureau f ie ld economists to c lass i fy w o rk e rs by o ccupation.

2Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A. EarningsTable A-1. Weekly earnings of office workers in Akron, Ohio, December 1976

Occupation and industry division

ALL WORKERS

SECRETARIES -----------------------------MANUFACTURING ----------------------NONMANUFACTURING ------------------

PUBLIC UTILITIES ----------------

SECRETARIES, CLASS A ---------------MANUFACTURING ----------------------

s e c r e t a r i e s , c l a s s e ---------------m a n u f a c t u r i n g ------- ---------------n o n m a n u f a c t u r i n g -------------------

SECRETARIES, CLASS C ---------------MANUFACTURING -----------— --- -----n o n m a n u f a c t u r i n g ------------------


SECRETARIES, CLASS P ---------------MANUFACTURING ----------------------NONMANUFACTURING -------------------

STENOGRAPHERS, GENERAL ---------------MANUFACTURING ------— --------------NONMANUFACTURING ------------------

STENOGRAPHERS, SENIOR ----------------MANUFACTURING ----------------------NONMANUFACTURING ------------------

TRANSCRIBING-MACHINE TYPISTS -------

TYPISTS, CLASS A ----------------------MANUFACTURING ----------------------NONMANUFACTURING ------------------

TYPISTS, CLASS B ----------------------MANUFACTURING ----------------------NONMANUFACTURING -------------------


FILE CLERKS, CLASS A -----------------

FILE CLERKS, CLASS 8 -MANUFACTURING ------NONMANUFACTURING —

FILE CLERKS, CLASS C NONMANUFACTURING •

MESSENGERS --------------MANUFACTURING --- —

Weekly earnings 1 (standard)

N u m b e r of w o r k e r s re ce iv in g s t ra ig ht -t im e w e e k l y e a r n i n g of---

Numberof

workers

Averageweekly

(standard) Mean *■ Median ^ Middle ranged

s

9 0

an d u n d e r

10 0

$

100

X 10

s>n o

120

s120

1 3 0

$1 3 0

1 4 0

%1 4 0

1 5 0

$1 5 0

1 6 0

4 $ 1 6 0

1 7 0

1 7 0

1 8 0

£

1 8 0

1 9 0

s1 9 0

2 0 0

£2 0 0

2 1 0

S2 1 0

2 2 0

£2 2 0

2 3 0

£2 3 0

2 4 0

s2 4 0

2 8 0

$

2 5 0

2 6 0

£

2 6 0

2 8 0

52 8 0

3 0 0

£3 0 0

3 2 0

s3 2 0

an d

o v e r

1 , 7 4 4 3 9 . 5$2 0 0 . 0 0

$1 9 9 . 0 0

$ $1 6 7 . 0 0 - 2 3 4 . 0 0 1 5 2 4 3 3 6 4 110 1 0 8 1 1 7 1 6 8 1 4 5 101 1 2 5 1 1 6 1 2 9 1 3 0 1 4 1 8 0 88 2 4 11 15

1 , 3 3 4 4 0 . 0 2 0 5 . 5 0 2 0 5 . 5 0 1 7 2 . 5 0 - 2 3 7 . 0 0 - 3 8 17 4 1 5 9 7 6 9 1 1 1 5 11 2 8 6 1 1 3 9 3 1 0 4 l i e 12 2 5 8 7 2 2 3 11 124 1 0 3 8 . 5 1 8 2 . 5 0 1 7 5 . 0 0 1 4 8 . 0 0 —2 1 8 . 0 ( 5 - 12 16 16 2 3 5 1 3 2 2 6 5 3 3 3 15 12 2 3 2 5 12 19 2 2 16 1 - 31 2 6 4 0 . 0 2 3 1 . 0 0 2 3 4 . 5 0 2 1 9 . 0 0 - 2 5 1 . 5 0 - - - - 3 - * 10 4 1 2 15 2 4 11 17 22 15 1 - 1

1 8 2 4 0 . 0 2 4 8 . 5 0 2 5 6 . 0 0 2 3 0 . 5 0 - 2 6 8 . 0 0 - - - - _ 4 - - 4 2 4 8 10 1 3 n 21 2 7 6 5 7 4 21 5 9 4 0 . 0 2 5 4 . 0 0 2 5 , 9 . 0 0 2 4 0 . 5 0 - 2 6 9 . n o - - - - - “ 2 1 7 6 12 10 21 2 7 61 7 4 1

3 6 7 3 9 . 5 2 1 5 . 0 0 2 1 1 . 5 0 1 8 5 . 5 0 - 2 3 9 . 5 0 - - 1 3 8 1 6 4 3 4 1 2 8 3 8 3 2 3 4 3 5 3 7 21 15 4 - 112 9 0 4 0 . 0 2 2 1 . 0 0 2 2 1 . 0 0 1 9 5 . 5 0 - 2 4 1 . 0 0 - - - - 1 - - 9 2 2 3 0 2 4 2 9 2 8 3 4 3 5 3 6 21 8 4 - 9

7 7 3 8 . 5 1 9 3 . 0 0 1 7 8 . 5 0 1 7 0 . 0 0 - 2 0 7 . 0 0 - - * * 3 8 7 21 11 4 9 4 * 1 * 7 * * 2

6 7 S 4 0 . 0 1 9 2 . 0 0 1 8 6 . 0 0 1 6 1 . 0 0 - 2 2 2 . 5 0 _ 1 2 10 3 3 5 0 6 6 6 2 7 4 71 4 3 4 9 4 1 4 6 3 9 2 7 3 2 8 12 7 25 4 4 4 0 . 0 1 9 1 . 5 0 1 8 6 . 5 0 1 6 ) . 0 0 - 2 1 6 . 5 0 - 1 2 5 2 6 3 8 5 5 5 6 5 8 5 2 4 0 4 9 3 8 4 5 3 3 12 10 3 12 7 21 3 1 3 9 . 0 1 9 6 . 0 0 1 8 1 . 5 0 1 5 6 . 0 0 - 2 4 0 . 0 0 - - - 5 7 12 11 6 16 19 3 - 3 1 6 15 22 5 - -

6 5 * 0 . 0 2 2 8 . 0 0 2 4 0 . 0 0 • 5 0 - - - - 3 - * *“ 9 3 ” 3 1 6 13 22 5 • * *

3 9 4 3 9 . 5 1 6 8 . 0 0 1 6 5 . 5 0 1 4 1 . 5 0 - 1 9 4 . 0 0 _ 1 4 22 2 3 3 0 51 3 4 3 7 4 7 2 6 2 2 2 6 2 4 2 6 7 4 . - 1 -

2 2 1 4 0 . 0 1 7 1 . 0 0 1 7 2 . 5 0 1 5 0 . 5 0 - 1 9 3 . 5 0 - 2 6 12 1 4 21 21 2 6 3 5 2 3 1 9 2 4 12 3 2 i - - - -

1 7 3 3 8 . 5 1 6 4 . 5 0 1 5 1 . 0 0 1 3 5 . 0 0 - 2 1 0 . 0 0 - 12 16 11 1 6 3 0 1 3 11 12 3 3 2 12 2 3 5 3 - 1 “

2 7 0 * 0 . 0 1 5 3 . 5 0 1 5 0 . 0 0 1 3 6 . 0 0 - 1 7 5 . 0 0 7 17 13 8 5 5 3 5 4 3 11 1 6 1 9 2 3 10 10 3 - - - - - - -1 8 0 * 0 . 0 1 5 2 . 5 0 1 4 7 . 5 0 1 3 6 . 0 0 - 1 7 0 . 0 0 - 17 c 7 4 2 2 3 3 2 9 9 12 8 5 9 2 - - - -

9 0 3 9 . 5 1 5 6 . 0 0 1 5 0 . 0 0 1 3 7 . 0 0 - 1 8 8 . 0 0 7 - 8 1 1 3 12 11 2 7 7 15 5 1 1 * ” *

4 0 4 3 9 . 5 1 8 9 . 0 0 1 3 8 . 0 0 1 6 5 . 5 0 - 2 1 5 . 0 0 4 2 1 6 1 3 13 3 8 2 7 4 9 4 9 3 0 3 0 4 2 6 5 19 3 l 1 2 - .

3 2 1 4 0 . 0 1 9 3 . 5 0 1 9 3 . 0 0 1 7 4 . 0 0 - 2 1 9 . 5 0 - - 2 4 1 7 3 2 2 4 4 3 4 0 2 9 3 0 3 0 6 5 7 3 1 1 2 - -

8 3 3 8 . 0 1 7 1 . 0 0 1 6 2 . 0 0 1 3 4 . 0 0 - 2 1 3 . 5 0 - 4 - 12 12 6 6 3 6 9 1 “ 12 “ 12 - * * “

3 5 •t- o o 1 5 6 . 0 0 1 4 7 . 5 , ; 1 3 1 . 5 0 - 1 6 8 . 5 0 - i 3 2 8 5 4 3 2 - 2 1 2 - 2 - - - - - -

1 9 3 4 0 . 0 1 6 4 . 0 0 1 5 9 . 5 0 1 4 5 . 0 0 - 1 8 4 . 0 0 • - 10 6 12 3 4 3 6 2 8 1 4 15 1 6 10 8 4 - • - - _ - -1 3 0 4 0 . C 1 6 4 . e c 1 6 0 . 5 0 1 4 * . 0 0 - 1 8 5 . 0 0 - - 10 5 10 21 1 9 1 4 11 9 1 5 7 5 4 - - - - -

6 3 3 9 . 5 1 6 3 . 5 0 1 5 9 . 5 0 1 5 0 . 0 0 - 1 7 0 . 0 0 - - - 1 2 1 3 17 1 4 3 6 1 3 3 * " *

3 3 9 3 9 . 5 1 3 7 . 0 0 1 2 6 . 0 0 1 1 2 . 0 0 - 1 4 5 . 0 0 1 4 4 7 7 7 5 3 4 9 2 4 1 3 6 1 4 9 8 1 - 1 9 6 8 _ _ - .1 4 9 4 0 . 0 1 3 7 . 5 0 1 3 2 . 5 0 1 2 2 . 0 0 - 1 4 8 , 5 0 8 11 15 2 4 3 4 2 0 12 5 8 3 7 1 1 - -

1 9 0 3 9 . 0 1 3 6 . 5 0 1 1 7 . 5 0 1 1 0 . 5 0 - 1 3 3 . 0 0 6 3 6 6 2 2 9 15 4 I 1 6 6 1 - 9 6 8 -

4 3 4 0 . 0 2 0 7 . 0 0 2 3 1 . 0 0 1 7 3 . 0 0 - 2 4 7 . 0 0 - - - - 5 - 1 1 6 6 1 * * 9 6 8

5 0 3 9 . 5 1 6 8 . 5 0 1 6 5 . 5 0 1 4 3 . 5 0 - 2 0 0 . 0 0 - - - 5 6 7 5 3 3 1 6 1 3 1 - - - - - - - -

1 2 4 3 9 . 5 1 4 1 . 5 0 1 2 9 . 0 0 1 2 0 . 0 0 - 1 6 6 . 5 0 3 11 17 3 4 9 6 7 9 11 5 2 9 - - - 1 - . _ - -3 5 4 0 . 0 1 4 5 . 5 0 1 4 3 . 0 0 1 2 9 . 0 0 - 1 6 7 . 5 0 2 3 - 5 5 5 5 3 3 3 - 1 - - - - - - -8 9 3 9 . 0 1 4 0 . 0 0 1 2 5 . 0 0 1 1 6 . 0 0 - 1 6 6 . 0 0 1 8 17 2 9 4 1 2 6 8 2 2 8 * * 1 * *

9 0 3 9 . 5 1 1 7 . 5 0 1 0 2 . 0 0 1 0 0 . 0 0 - 1 2 1 . 0 0 21 3 4 10 6 1 9 1 5 • . - - 3 - • - - . - -7 1 3 9 . 5 1 1 5 . 0 0 1 0 2 . 0C 1 0 0 . 0 0 - 1 2 0 . 0 0 1 6 3 2 5 5 1 - 9 * * - * * * 3 * - *

9 8 4 0 . 0 1 2 8 . 5 0 1 2 1 . 5 0 1 1 0 . 0 0 - 1 3 8 . 0 0 9 1 4 2 4 14 1 3 8 6 4 1 1 - - 2 1 - 1 _ - - - -

77 4 0 . 0 1 2 4 . 0 0 1 2 0 . 0 0 1 0 9 . 5 0 - 1 3 7 . CO 8 1 3 17 13 12 5 4 3 1 1

>

See foo tn o tes at end o f tab les .


Table A-1. W eekly earnings of office workers in Akron, Ohio, Decem ber 1976 — ContinuedWeekly earnings 1

(standard)Numbe r of workers receiving straight- time weekly earnings of—

Occupation and industry divisionNumber

ofworkers

Averageweekly

(standard) Mean ^ Median ̂ Middle ranged

s

90

andunder

S100

$n o

s120

$130

%140 150

$ *

160 170S

160i

190* s

200 210S

220*

230s

240$

250*

269s

260$

300i

320

and

100 110 12Q 130 140 150 160 170 180 190 200 21 0 220 230 240 250 260 280 300 320 over

ALL WORKERS— CONTINUED

K C$ $ $

1 12552

1 8 1 .0 0 1 6 8 .0 0 - 2 0 6 .0 0 1t 4

1 13 8 .5 1 3 2 .0 0 1

3 *11 4 4 .0 0 * ”

SWITCHBOARD OPERATOR-RECEPTIONISTS- 186 3 9 .5 1 4 7 .0 0 1 4 0 .0 0 1 2 6 .5 C - 1 5 9 .5 0 7 - n 39 26 35 24 11 3 12 6

6

5 - - - 7 - - - - -148 * j 0 X J “ “

“

11U K U L N i t l L M j j A " " 8 b 2 3 1C C J » 1.1 Ij

8

g

un

i 11

U K U tN L L t i ' i ' j ? l/ L K J J fcJ ■ " " " ■ ■ ■ ■ 1 3 11

2 3

6 i 3 2 3

ACCOUNTING CLERKS. CLASS A ------------------- 55 2 4 0 .0 2 0 8 .0 0 2 1 6 .0 0 1 7 3 .5 0 - 2 3 4 .0 0 - - 8 4 15 27 14 32 61 20 22 46 79 34 84 512328

2418

1411

3 5 981

3

25 14

6 3

11

A L v i/ v jir i i r . u O L C n n j » lj 9 ~ *

1 5 0 a 5 0 3 4 3 4 39 1 2625

3838

8 1212

* —

i ? * * 5 9 8 7 9 ” “* ” “

BOOKKEEPING-MACHINE OPERATORS.10

113

3 6 *

1 i*

2323

211

1

2 3 4 .0 01 U • . j U L J * . u U 3 * *

1

4

11

} ft ? — 2 “

1 2 *a * *f . u V w J " t I* v

32 3425

ii

[V t.T r tjn v t i v > L ’VA 1 v >* J v v L A j w U

1

See foo tn o tes at end o f ta b le s .


Table A -2 . W eekly earnings of professional and technical workers in Akron, Ohio, December 1976



N u m ber o f w o rk e rs r e c e iv in g s tra ig h t- t im e w e e k ly ea rn in gs o f---

Number S S S S s S S S 1 S S S s S S s S S $ s 1 -----weekly n o 120 130 140 150 160 180 200 220 240 2 6 0 28 0 300 320 340 360 380 400 420 4 4 0 460

workers hours1 (standard] Mean * Median * Middle range* and

under and

120 130 140 150 160 180 20 0 220 240 260 280 300 320 340 360 380 400 420 440 460 o v e r

$ $ $ $113 4 0 .0 3 8 3 .5 0 3 7 8 .0 0 3 5 1 .0 0 - 4 1 4 .5 0 - - - - - - - - - 1 - - 5 15 16 23 15 17 11 4 6

95 4 0 .0 3 9 3 .0 0 3 8 6 .5 0 3 6 8 .0 0 - 4 1 8 .0 0 “ * “ * * * * * “ 1 * * 7 12 23 15 16 11 4 6

109 4 0 .0 3 3 9 .5 0 3 3 9 .0 0 3 1 6 .5 0 - 3 6 3 .5 0 .. 2 4 1 9 18 22 20 18 8 2 1 497 4 0 .0 3 4 2 .0 0 3 3 8 .0 0 3 1 6 .5 0 - 3 6 1 .5 0 * “ * * * * * 4 1 * 5 18 22 19 17 4 2 * 1 4

149 4 0 .0 3 3 3 .0 0 3 3 1 .5 0 3 0 0 .0 0 - 3 6 3 .0 0 _ • 1 2 10 3 19 28 22 21 17 16 4 1 4 1127 4 0 .0 3 4 0 .5 0 3 4 0 .5 0 3 0 6 .5 0 - 3 6 7 .0 0 • “ * ” * * * 1 1 6 1 14 21 19 21 17 16 4 1 4 1

198 4 0 .0 2 7 8 .5 0 2 7 8 .0 0 2 5 5 .5 0 - 3 0 2 .0 0 3 2 10 10 33 4 3 44 20 19 13 1164 4 0 .0 2 8 4 .0 0 2 8 3 .0 0 2 6 0 .0 0 - 3 1 0 .5 0 - - - - 1 - 7 10 22 35 37 20 18 13 1 - - - - -

34 4 0 .0 2 5 1 .5 0 2 5 6 .0 0 2 4 0 .0 0 - 2 7 5 .0 0 * “ * 2 2 3 * 11 8 7 1 * * * * * * *

75 4 0 .0 2 2 4 .5 0 2 2 2 .0 0 2 1 1 .0 0 - 2 5 0 .5 0 1 3 2 3 24 21 13 6 253 4 0 .0 2 3 3 .5 0 2 3 0 .0 0 2 1 9 . 5 0 - 2 5 3 .0 0 - - 1 * * 1 2 14 16 11 6 2

97 4 0 .0 2 4 8 .0 0 2 4 9 .5 0 2 3 8 .5 0 - 2 7 1 .5 0 . - - 4 . 4 2 9 6 33 20 17 - - - 2 - - .

71 4 0 .0 2 4 9 .5 0 2 5 9 .5 0 2 3 1 .0 0 - 2 7 3 .5 0 - - - 4 * 4 1 7 5 15 20 13 * * * - 2 - - - -

164 3 9 .5 2 1 8 .5 0 2 1 9 .5 0 1 9 5 .5 0 - 2 4 3 .0 0 _ 1 1 1 7 13 29 30 37 27 13 2 - 1 1 1118 4 0 .0 2 2 2 .0 0 2 1 8 .0 0 1 9 8 .5 0 - 2 4 9 .0 0 - 1 - 1 2 12 14 30 21 20 12 2 - 1 1 1 - - • - -

4 6 3 9 . 0 2 0 9 . 5 0 2 2 0 . 5 0 1 8 6 . 5 0 - 2 3 3 . 0 0 - - 1 - 5 1 15 “ 16 7 1

62 3 9 .5 1 7 5 .0 0 1 7 5 .0 0 1 5 4 .0 0 - 1 9 0 .0 0 1 _ 1 9 7 19 14 10 - • 1 - - - - * - _ - •

34 3 9 .0 1 7 0 .0 0 1 7 1 .0 0 1 4 4 ,5 0 - 1 8 2 .0 0 1 * * 9 1 12 4 7

340 4 0 .0 2 9 5 .5 0 2 7 5 .5 0 2 4 7 .0 0 - 3 1 8 .5 0 - - • • 1 • 3 18 42 56 65 47 30 14 1 1 8 14 17 20 3266 4 0 .0 2 9 8 .0 0 2 7 0 .5 0 2 4 2 .0 0 - 3 2 6 .5 0 - - - - 1 - 3 18 42 46 50 32 16 14 1 1 8 14 17 20 3

2 7 3 4 0 .0 2 3 2 .0 0 2 3 0 .0 0 1 9 0 .0 0 - 2 6 4 .5 0 - 2 1 - 49 32 32 4 5 34 28 28 A 7 4 6 12 5 5 4 0 .0 2 2 8 .5 0 2 2 4 . 0C 1 8 9 .5 0 - 2 5 7 .5 0 * 2 1 * 49 32 32 45 34 23 15 4 7 4 6 1 - - - -

140 4 0 .0 2 0 4 .5 0 2 1 6 .0 0 1 7 2 .5 0 - 2 2 5 .0 0 6 2 - 5 4 19 10 32 39 22 . 151 4 0 .0 1 7 3 .5 0 1 6 0 .0 0 1 4 6 .0 0 - 2 0 2 .5 0 6 2 - 5 4 17 2 8 4 2 1

131 4 0 .0 2 4 6 .0 0 2 5 7 .5 0 2 2 3 .0 0 - 2 8 3 .0 0 _ • • - 6 1 12 13 24 14 23 3895 4 0 .0 2 5 3 .0 0 2 7 0 .0 0 2 2 3 .0 0 - 2 8 3 .0 0 * * 1 6 13 24 2 11 38

47 4 0 .0 2 6 9 .0 0 2 7 2 .5 0 2 5 7 .5 0 - 2 9 3 .0 0 - - - - - - - 3 1 12 14 17

52 4 0 .0 2 5 6 .5 0 2 7 5 .5 0 2 3 0 .0 0 - 2 8 3 .0 0 - - - • - • 2 6 12 2 9 2152 4 0 .0 2 5 6 .5 0 2 7 5 .5 0 2 3 0 .0 0 - 2 8 3 .0 0 * * * - 2 6 12 2 9 21

32 4 0 .0 1 9 5 .5 0 1 8 8 .0 0 1 8 0 .0 0 - 2 2 3 .0 0 - - - - 6 1 10 4 11

58 4 0 .0 2 5 7 .0 0 2 5 4 . 5C 2 3 7 .0 0 - 2 6 5 .0 0 . - . . - • . 8 10 13 20 3 2 256 4 0 .0 2 5 6 .5 0 2 5 4 .5 0 2 3 7 .0 C - 2 6 4 .0 0 8 9 13 20 2 2 2

ALL WORKERS

COMPUTER SYSTEMS ANALYSTS(BUS INESS ) . CLASS A ------------------------

MANUFACTURING ---------------— --------------

COMPUTER SYSTEMS ANALYSTS(BUSINESS ) . CLASS B -------------------------

MANUFACTURING ---------------------------------

COMPUTER PROGRAMMERS (BUS INESS ) . CLASS A

MANUFACTURING

COMPUTER PROGRAMMERS (BUS INESS ) . CLASS B

MANUFACTURING ---------- —NONMANUFACTURING ----------

COMPUTER PROGRAMMERS (BUS INESS ) .

MANUFACTURING ---------- -

COMPUTER OPERATORS. CLASS A MANUFACTURING

COMPUTER OPERATORS, CLASS B ---------------MANUFACTURING---------- — -------- -------- ------NONMANUFACTURING ----------------------- --------

COMPUTER OPERATORS, CLASS C --------------NONMANUFACTURING --------------------------------

DRAFTERS. CLASS A --------------------- ---------------MANUFACTURING-----------------— ------ ----------

DRAFTERS, CLASS B --------------------- -------- ------MANUFACTURING --------------------------------------

DRAFTERS, CLASS C -------------------------------------MANUFACTURING ----------------------- — ----------

ELECTRONICS TECHNICIANS -----------------------MANUFACTURING ----------------------- -------- ------

ELECTRONICS TECHNICIANS, CLASS A -

ELECTRONICS TECHNICIANS, CLASS B - MANUFACTURING -------------------------------- ------

ELECTRONICS TECHNICIANS. CLASS C -

REGISTERED INDUSTRIAL NURSES ------------MANUFACTURING --------------------------------------

S ee foo tn o tes at end o f tab les .


Table A -3 . Average weekly earnings of office, professional, and technical workers, by sexin Akron, Ohio, Decem ber 1976

Average(mean2 )

Average(mean2 )

Average(mean2 )

Sex, 3 occupation , and indu stry d iv is ionNumber

ofworkers

Weekly hours 1

standard)


Sex, occupation , and indu stry d iv is io nNumber

ofworken

Weekly Hour 1

standard)

Weekly earnings1 (standard)

Sex, 3 occupation , and indu stry d iv is io nNumber

ofworken

Weekly hours 1

standard)


OFFICE OCCUPATIONS - HEN$

OFFICE OCCUPATIONS - WOMEN— CONTINUED

PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN— CONTINUED

56 40.0 124.00 9071

COMPUTER PROGRAMMERS (BUSINESS),r I L t CLtHIv j ̂ LLm j j C39.5 115.00 144

123

$283.50

3333

6250

40.040.0

40.040.0

233.50233.50

234.00232.00

- r- f-ri, 27209.j0

7452

COMPUTER PROGRAMMERS (BUSINESS),40.040.038.5 144.00 36 236.00

OFFICE OCCUPATIONS - WOMEN , /v r,

81 151.50 63 257.501,7431,333

410126

39.5 40.038.5 40. C

200.00205.50182.50 231.00 £ r

182159

248.50254.00

■+0.0 16j.j 0 c

n

36628977

39.5 40.038.5

215.50221.50 193.00

226 202.00 332278

' n 297.50/ A A0*0

ioj.bv/.A A

*0.040.039.040.0

192.00 191.50196.00223.00

277 40.0 162.00 245 , ? 228.0054413165

/ * „ ̂ ,_ ... T ( 45 179.00

3942 2 1173

39.5 40.03 8 .5

168.00171.00164.50

CLA j S b

l o o « r.; 5..

59 39.5 ELECTRONICS TECHNICIANS, CLASS A- 40.0 269.00153.50 40.0 <_<. J. ./0

ELECTRONICS TECHNICIANS, CLASS B-89 39.5 156.00

403 39.5 189.00 97 ELECTRONICS TECHNICIANS, CLASS C-tOj.OJ

82 38.0 171.00 .. _ . . ̂ _ r149 158.00

35

193

40.0 156.00

164.00164.00 163.50

PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN

OCCUPATIONS - WOMEN

COMPUTER PROGRAMMERS (BUSINESS),COMPUTER SYSTEMS ANALYSTS a r»

337 39.5 136.00 112 40.040.0

384.00 ^ . ̂ Ti r4<i.

40.0 COMPUTER SYSTEMS ANALYSTS CLA->- C 220.00341.00342.00169.00 83 40.0 ̂̂ ,

FILE CLERKS, CLASS A ----------------

137 333.50257.30

btm a n u f a c t u r ING — — — *



Table A -4 . Hourly earnings of m aintenance, toolroom, and pow erplant workers in Akron, Ohio, Decem ber 1976

O ccupation and indu stry d iv is io n

Hourly earnings 4 N um ber o f w o rk e rs r e c e iv in g s tra igh t - t im e h ou rly earn ings o f---

Number $ $ s $ $ $ S S s S S % S S S $ S s * 5 "S— 1 ------

4.60 4.80 5.00 5.20 5.40 5.60 5.80 6 .00 6.20 6.40 6.60 6.80 7.00 7.20 7.40 7.60 7.80 8.00 8.20 8.40 8.60 9.00workers Mean 2 Median2 Middle range 2 U nder , and

4. 604.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.0Q 7.20 7.40 7,80 7.80 8.00 8.20 8.40 8.60 9.00 9.40

--

$ $ $ -$133 6.72 6.95 6.4C- 7.05 2 4 - - 1 - 2 8 - 15 13 12 11 61 - - - - - - 4 - -125 6.74 7.05 6.40- 7.05 2 4 - - - * 8 * 15 11 11 10 60 - - - - - - 4 - -

540 7.02 7.05 6.54- 7.13 - 4 - - 9 8 13 14 6 4 88 3 n o 192 12 6 6 65 _

504 7.03 7.05 6.54- 7.13 4 - “ 9 8 13 14 6 2 76 3 102 191 - 5 - - 6 - - 65 -

87 6.72 6.94 6.31- 6.97 1 1 - - - 4 - 6 25 2 29 11 - - 1 7 •

83 6.78 6.94 6.31- 6.97 - - 4 “ 6 25 * - 29 11 - “ - l - - 7 - -

297 6.87 7.05 6.54- 7.05 - - - - 10 • 43 7 3 14 2 25 175 - - - - 18 -

297 6.87 7.05 6.54- 7.05 * - “ - 10 43 7 3 14 2 25 175 - - - - - - 18 -

803 6.92 7.03 6.54- 7.05 - 4 - 2 14 14 9 44 18 8 111 6 168 326 4 - _ 7 68768 6.95 7.05 6.54- 7.05 - 4 ” 2 14 8 9 44 4 8 107 6 161 326 * * * * 7 * 68 *

511 7.47 7.93 7.03- 7.97 4 4 8 9 9 7 8 32 9 28 66 6 9 6 2 0 2 92 2 H i121 6.83 6.54 6.34- 7.13 4 - - 4 6 - 6 5 6 32 - 8 20 - - - 2 16 2 10 • -

390 7.67 7.93 7.35- 7.97 - - - - 2 9 3 2 2 - 9 20 46 6 9 6 200 76 - - - -349 7.80 7.96 7.93- 7.97 - - - - “ - 2 - 11 45 6 9 - 200 76 - - - -

432 7.02 7.05 6.90- 7.05 - _ _ 4 - 18 . 16 51 83 223 . - - * 25 12 -

432 7.02 7.05 6.90- 7.05 - - 4 * 18 * 16 51 - 83 223 - - - - - 25 12 -

107 7.11 7.05 6.99- 7.05 - - - - _ - 6 - 2 6 3 10 67 - . 13 _

107 7.11 7.05 6.99- 7.05 * - - - - * 6 * 2 6 3 10 67 - - - - - 13 - -

86 7.94 8.54 7.13- 8.54 - _ - - 12 - 3 - 1 9 _ 6186 7.94 8.54 7.13- 8.54 * - 12 * 3 “ - 1 9 - - - - - 61 - -

88 5.73 5.77 5.27- 6.01 12 2 2 12 4 15 18 9 - 3 7 488 5.73 5.77 5.27- 6.01 12 2 2 12 4 15 18 9 - 3 - 7 4

135 6.88 7.13 6.39- 7.13 5 5 6 - 12 _ - . 13 7 - - 62 - - - - . 1 24 .

135 6.88 7.13 6.39- 7.13 5 5 6 - 12 * - * 13 7 - - 62 - * - - - - 1 24 -

142 7.03 7.07 6.75- 7.07 5 25 11 19 71 - - - - 4 4 3142 7.03 7.07 6.75- 7.07 - * “ - * - * 5 25 11 19 71 - - - - - - 4 4 3

40 6.59 6.57 5.99- 6.96 - - - - 4 - 8 6 2 _ _ 16 _ _ _ - - 4 . -

36 6.71 6.80 6.)3- 6.96 8 6 2 16 4

ALL WORKERS

MAINTENANCE CARPENTERS — ------------M A N U F A C T U R I N G ---------------- — ---

MAINTENANCE E L E C T R I C I A N S --------MANUFACTURING ----------------------

MAINTENANCE PAINTERS -----------------MANUFACTURING ----------------------

MAINTENANCE MACHINISTS --------------MANUFACTURING ----------------------

MAINTENANCE MECHANICS (MACHINERY) - MANUFACTURING ------------------ ---

MAINTENANCE MECHANICS(MOTOR VEHICLES) ---------------------

MANUFACTURING ------— -------------NONMANUFACTUPING ------------------


MAINTENANCE PIPEFITTERS -------------MANUFACTURING ------------ ---------

m a i n t e n a n c e s h e e t - m e t a l w o r k e r s ---MANUFACTURING ----------------------

M I L L W R I G H T S ----------------------------MANUFACTURING ----------------------

MAINTENANCE TRAOES HELPERS ---------MANUFACTURING ----------------------

MACHINE-TOOL OPERATORS (TOOLROOM) - MANUFACTURING ----------------------

STATIONARY ENGINEERS -----------------MANUFACTURING ----------------------

BOILER TENDERS -------------------------MANUFACTURING ----------------------

See fo o tn o tes at end o f tab les .


Table A -5 . Hourly earnings of m aterial movement and custodial workers in Akron, Ohio, Decem ber 1976Hourly ea mings 4 N u m b e r of w o r k e r s re ce iv in g st r a i g h t - t i m e h o u r l y e a r n i n g s of---

S i S 1 ------ S * S I I 3 3 T 5 S k $ $ $ S S S ■5------ T-----Numb,,2 . 2 0 2 . 3 0 2 . 4 0 2 . 6 0 2 . 8 0 3 . 0 0 3 . 2 0 3 . 4 0 3 . 6 0 3 . 8 0 4 . 0 0 4 . 2 0 4 . 4 0 4 . 6 0 5. 0 0 5 . 4 0 5 . 8 0 6 . 2 0 6 . 6 0 7 . 0 0 7 . 4 0 7 . 8 0 8 . 2 0

workers M ean2 Median2 Middle range * andu n d e r

2 . 3 0 2 . 4 0 2 . 6 0 2 . 8 0 3 . 0 0 3 . 2 0 3 . 4 0 3 . 6 0 3 . 8 0 4 . 0 0 4 . 2 0 4 • 4fl 4 . 6 0 5. QO 5, 4 Q 5,8ft 6,20 6 .6ft 7 . 0 0 7 .4fl 7 . 8 5 8 . 2 0 o v e r

$ $ $ $1 , 3 8 6 6 . 8 8 7 . 1 4 6 . 4 5 - 7 . 8 6 - - - 1 2 2 10 - 2 10 19 2 5 2 2 5 8 4 2 6 5 5 1 9 2 1 8 6 1 4 7 18 6 4 1 2 •

5 1 4 6 . 1 1 6 . 2 5 5 . 2 5 - 6 . 7 6 - - - - - - 10 - 2 10 19 2 4 2 15 8 4 2 6 4 5 60 1 3 0 18 - 6 9 -8 7 2 7 . 3 4 7 . 5 6 7 . 1 4 - 7 . 8 6 - - - 1 2 2 - - • - - 1 - 10 - - 10 1 3 2 5 6 1 2 9 1 8 6 3 4 3 -5 3 2 7 . 7 4 7 . 8 6 7 . 5 6 - 7 . 8 6 2 1 - - 1 8 6 3 4 3 -

4 5 5 . 1 7 5 . 4 8 4 . 0 7 - 6 . 0 5 - . . 1 2 2 - - 2 - 5 • . • 10 7 14 • 2 _ - -

3 6 5 . 3 0 5 . 4 8 5 . 0 9 - 6 . 0 5 - - - - - - “ - 2 5 - - 10 7 12 - - - * -

3 1 4 6 . 4 9 6 . 9 3 5 . 2 5 - 7 . 3 2 • . . . . - _ • . - 4 19 2 13 6 3 6 14 10 4 2 7 4 • 6 7 •

1 8 4 6 . 1 4 5 . 2 5 5 . 0 9 - 8 . 0 1 4 19 2 13 6 3 6 6 2 - 2 - 6 7 -13 0 6 . 9 8 7 . 1 4 6 . 9 3 - 7 . 1 4 8 8 4 2 7 2 * •

9 0 1 7 . 2 6 7 . 5 6 6 . 7 6 - 7 . 8 6 1 12 9 1 3 2 2 1 1 4 1 4 4 5 5 1 8 6 3 4 52 2 2 6 . 5 1 6 . 7 6 6 . 3 3 - 6 . 7 6 2 9 1 3 2 2 4 4 1 3 0 - - 2 -6 7 9 7 . 5 1 7 , e i 7 . 5 6 - 7 . 8 6 - - - - - - - - - - - 1 - 10 - - - 70 14 5 5 1 8 6 3 4 3 -

5 3 0 7 . 7 5 7 . 8 6 7 . 5 6 - 7 . 8 6 * * * * * ” * * * * • * * 1 * * 1 8 6 3 4 3 •

7 3 6 . 4 7 6 . 4 5 6 . 4 5 - 6 . 5 6 - - - - - - - - - - - 5 - - - - - 5 4 - 14 - - -

4 7 5 . 5 9 5 . 4 7 4 . 8 5 - 6 . 4 2 - - _ . _ _ - 5 - 3 - 2 _ 3 9 4 7 6 6 22 5 5 . 4 3 6 . 1 5 3 . 8 0 - 6 . 5 9 * * “ * “ “ 5 * 3 * 2 * - 1 - 4 4 6 - - - -

1 3 5 5 . 5 8 5 . 7 8 5 . 3 3 - 6 . 1 8 - _ . - - - 9 • - _ 9 • - 6 10 4 6 3 9 10 6 •

101 5 . 4 5 5 . 7 8 5 . 5 9 - 6 . 1 7 - - - - - - 9 - - 9 - - 6 - 4 2 35 • - • • - •3 4 5 . 9 6 6 . 1 5 5 . 2 5 - 6 . 5 9 10 4 4 10 6 “ - - -

13 1 5 . 0 6 5 . 0 0 4 . 3 3 - 5 . 6 4 10 2 7 11 9 19 4 4 8 3111 5 . 1 0 5 . 3 5 4 . 4 9 - 5 . 6 4 10 15 11 9 1 5 4 4 4 - - 3 - - -

3 5 6 5 . 2 0 4 . 7 6 4 . 2 3 - 6 . 1 9 - - 1 3 - 1 4 2 7 5 6 1 4 2 - 66 3 3 21 30 9 5 1 2 9 •

9 2 5 . 7 1 5 . 4 7 5 . 0 2 - 7 . 0 7 - - 1 1 - 1 1 - - 1 - 11 2 3 21 3 • - 2 9 - - -

2 6 4 5 . 0 3 4 . 6 0 3 . 9 9 - 6 . 1 5 * * 2 * * 4 1 7 5 6 1 4 1 * 5 5 10 - 2 7 9 5 1 - - - -

4 5 7 5 . 4 4 6 . 0 0 4 . 7 2 - 6 . 2 8 - • _ . - . 3 2 - - 9 1 3 2 2 20 1 4 2 1 4 0 1 3 3 •51 5 . 0 5 4 . 9 8 4 . 8 3 - 5 . 3 1 - - - - - - - - - - 9 - - 20 14 - 7 1 - - • - •

4 0 6 5 . 5 0 6 . 0 0 4 . 2 2 - 6 . 2 8 * * * * * 3 2 * * * 1 3 2 2 - - 2 1 3 3 1 3 2 - - - - -

1 4 9 4 . 4 8 4 . 2 9 3 . 9 4 - 5 . 0 2 _ _ - 2 - 18 2 10 3 3 11 3 7 12 11 2 3 . - 5 3 9 • •11 0 4 . 5 0 4 . 3 5 3.7-9- 5 . 0 2 - - - - 18 - 9 3 3 9 17 12 3 2 3 - - 1 3 9 - - -3 9 4 . 4 2 4 . 2 2 4 . 2 2 - 4 . 8 2 * - - 2 - 2 1 * * 2 20 8 - - - 4 - - - - -

1 , 3 9 1 6 . 6 6 6 . 9 3 5 . 8 6 - 7 . 8 1 . - 5 - - 4 5 • - 7 2 9 6 7 8 5 2 5 1 6 7 1 6 1 1 5 7 1 8 9 2 2 2 5 3 86 5 9 5 . 9 3 5 . 8 6 5 . 5 8 - 6 . 9 3 5 2 7 6 7 8 5 21 1 6 7 7 9 6 7 1 8 9 2 2 2 • •7 3 2 7 . 3 2 7 . 8 1 6 . 5 8 - 7 . 8 1 - - 5 4 5 - - 2 2 - - 4 - 8 2 9 0 - - - 5 3 8 -

5 4 1 7 . 8 0 7 . 8 1 7 . 8 1 - 7 . 8 1 * * - * * * - * - - - 3 - - - 5 3 8 -

1 . 1 3 8 6 . 2 4 6 . 6 2 5 . 4 1 - 7 . 0 7 . - . . - - - - 2 7 10 5 8 2 5 2 4 6 2 7 6 61 1 7 0 33 1 8 7 2 9 7 3 7 64 79 3 9 6 . 0 8 6 . 6 0 5 . 2 6 - 7 . 0 7 - - - • 2 7 10 5 8 2 5 2 4 6 2 7 6 61 8 9 3 2 1 8 7 2 7 7 1 3 7199 7 . 0 0 7 . 1 4 6 . 0 C - 7 . 8 1 - - - - - - - - - - - • - 8 1 1 - 20 3 6 61 -

9 8 7 . 7 8 7 . 8 1 7 . 7 6 - 7 . 8 1 1 36 61


ALL WORKERS

TRUCKDRIVERS ---- --------- ----MANUFACTURING -------------NONMANUFACTURING ----------

PUBLIC UTILITIES -------

TRUCKDRIVERS. LIGHT TRUCK - MANUFACTURING ------ ------

TRUCKDRIVERS, MEDIUM TRUCKMANUFACTURING -------------NONMANUFACTURING ----------

TRUCKDRIVERS. HEAVY TRUCK(TRAILER) ------------------MANUFACTURING------------ -NONMANUFACTURING ------ ---

PUBLIC UTILITIES

TRUCKDRIVERS, HEAVY TRUCK (OTHER THAN TRAILER) -------

SHIPPING CLERKS -----------------NONMANUFACTURING ------------

RECEIVING CLERKS ----------------MANUFACTURING ----------------NONMANUFACTURING ------------

SHIPPING AND RECEIVING CLERKS - MANUFACTURING ----------------

WAREHOUSEMEN --------------------MANUFACTURING ----------------NONMANUFACTURING------------

ORDER F I L L E R S -------------------MANUFACTURING ---------- -----NONMANUFACTURING------ -----

SHIPPING P A C K E R S ------------ ---MANUFACTURING ----------------NONMANUFACTUFING ------------

MATERIAL HANDLING LABORERS ----MANUFACTURING ----------------NONMANUFACTUFING ------------

PUBLIC UTILITIES ----------

FORKLIFT OPERATORS -------MANUFACTURINGNONMANUFACTUFING ---------

PUBLIC UTILITIES ---

See foo tnotes at end o f tab les .


Table A -5 . Hourly earnings of m aterial movement and custodial workers in Akron, Ohio, Decem ber 1976— ContinuedHourly ea mings 4 N u m ber o f w o rk e rs re c e iv in g s tra ig h t- t im e h ou rly ea rn in gs o f—

Number S J I S S s J $ $ S I $ 1 $ S $ i $ S $ T --------- i S

O ccupation and industry d iv is ion 2.20 2.30 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 5.00 5.40 5.80 6.20 6.60 7.00 7.40 7.80 8 . 2 0

workers Mean 2 Median2 Middle range 2 andunder and

2.30 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60. 5.00 5,4Q 5.80 6.20 6.60 7.00 7.40 7.60 8 . 2 0 o v e r

A L L WORKERS—CONTINUED

POW ER-TRUCK OPERATORS (OTHER $ $ $ $

6.10- 6.53 8

J A N IT O R S , PO R T E R S , AND CLEANERS ------ 2,297 A.37 4.76 2.74- 5.77 112 188 148 200 63

.3

117 101 10 23 11 42 41 65 56 77 543 425 9 63 3M A N U F A C T U R IN G -------------------------- --------- ------- 1,309 5.49 5.64 5.A5- 5.94

2.30- 3.01- 3 - 14 23 10 1 10 8 41

116 61 52 66 540 395 7 62

1- - - -

106 1 J



Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers, by sex, in Akron, Ohio, December 1976

Sex, 3 occu pation , and indu stry d iv is io nNum ber

ofworkers

A ve ra g e(m ean1 )

hourlyearnin gs4

Sex, 3 occupation , and in du stry d iv is io nNum ber

ofworkers

A ve ra g e(m e a n ^ )

hourly earnings 4

m a i n t e n a n c e , t o o l r o o m , a n o

POW ERPLANT O C C U PA TIO N S - MEN

$

M A T E R IA L MOVEMENT AND C U S TO D IA L O C C U PA TIO N S - MEN— CO NTINU ED

n H 1 I t ' l Wn v t vM *'* U tl 1 L itJ

$ ̂ ^1 1 ¥ f H t U i U F | KUVwiS • " " " ■

130

n A I N 1 w r iA fi v t . 1 A l n l C K jV 1 K A l L t r ' ) * " " " u

6796*87

M AINTENANCE M ECHANICS (M A C H IN E R Y ) - 803

6*87

6.92 TR U C K D R IV E R S t HEAVY TRUCK

4525

5.565.43511

1217.476.83

1 J J

A32

M AINTENANCE s h e e t - m e t a l w o r k e r s — 107 7.11

7 9'

U K U tK r I L L C K o m m 1151 5.05■ * A A n 1 C rl vC» 11, A UC ̂ »1C C 1 ' w 5.73

i J J

i J J

w 1 A 1 1 U t iA * ' T ™ ® * 7.03( • U J

i J c

O C C U PA T IO N S - MENPOW ER-TRUCK OPERATORS (OTHER

’ p U B L i c U T I L i T I E S --------- — ----------------- 3 J t

J A N l 1 U “ *>| r v K I t n j f AN U v L t A I ' l t K i *

_____See fo o tn o tes at end o f ta b le s .


Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts, in Akron, Ohio, for selected periods

Indust ry and occupat ional group (m en and w om en combined )

D e c e m b e r 1972 to

D e c e m b e r 1973







A l l industr ies :O f f i c e c l e r i c a l __________________________________________ _ 6.4 9.1 6.3 1 0 . 8

E le c t ron ic data p r o c e s s in g ____________________________ * 7.7 5.9 10.4Industr ia l n u r s e s _______________________________ _ 5.3 7.6 7.7 11.4Ski lled maintenance t rade s * * ______________________ 6.5 7.5 5.2 13.7Unsk il led plant w o r k e r s * * _______________ ____________ 7.7 8.4 6 . 0 11.4

M anu fac tur ing :O f f ic e c l e r i c a l _ _ _ _ _ _ _ _ ___ _ 5.6 6. 9 6 . 2 1 1 . 8E lec t ron ic data p r o c e s s i n g ______________ _ _ __________ * 6 . 8 5.6 1 0 . 6Industria l n u r s e s ___________________________ _____ 5.4 7.3 7.5 11.7Skil led ma in tenance t rades * * ________ ___ _____ 5.8 7.5 5.0 14.2Unsk i l led plant w o r k e r s * * _____ ____________________ 7.1 8 . 8 6 . 1 13.2

Nonmanufacturing :O f f ic e c l e r i c a l ____________________________________________ 8 . 0 13.5 6.5 9.0E le c t ron ic data p r o c e s s i n g ____________________________ * * * * * * * * * *Industr ia l n u r s e s ________________________________________ * * * * * * * * *Sk i l led ma in tenance t rades * * _____ ________________ * * * * * * * * * * * *Unski ll ed plant w o r k e r s * * ........ .........— ____ 8 .2 7.8 6 . 0 8 . 8

* Data not ava i lab le .* * P e r c e n t in c r e a s e s f o r per iods ending p r i o r to 1976 r e la te to m en only . * * * Data do not m ee t publication c r i t e r i a .


B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and clerks in Akron, Ohio, December 1976

In expe r ienced typ is ts O ther in expe r ienced c l e r i c a l w o r k e r s 5

M in im u m w eek ly s t r a ig h t - t im e s a l a r y 4

Manufacturing Nonmanufactur ing Manufactu r ing Nonmanuf actur ing

A l l Based on standard w e e k l y hours 6 of- AH Based on standard w e e k l y hours 6 o f

A l lschedules 40

A l lschedules 40

A l lschedules 40

A l lschedu les 40

ESTABLISHMENTS S T U D IE D --------------------- 138 58 XXX 80 XXX 138 58 XXX 80 XXX

ESTABLISHMENTS HAVING a sR tC IF lE D MINIMUM ---------------------------------------------------- 31 16 15 15 10 51 23 2 2 28 18

S B ? .50 AND UNDER * 8 5 .0 0 ------------------- 1 1 1 - - 1 1 1 - .$8 5 .0 0 AND UNDER *8 7 .5 0 ------------------- 1 - 1 - 1 - 1 -$87 .50 AND UNDER $9n .0u ------------------- - - - 1 - - 1 -590 .0 0 AND UNDER $ 9 2 . 5 0 ------------- --— 4 - - 4 3 7 1 1 6 3$92 .50 AND UNDER * 9 5 . 0u ------------------- - - - - - - -$95 .00 AND UNDcP * 9 7 .5 0 ------------------- 1 - - 1 1 4 1 1 3 1597 .50 AND UNDER 51 0 0 .0 0 ----------------- 1 * " 1 1 3 1 1 2 1

51 0 0 .0 0 AN0 UNDER 5 105 .00 --------------- 5 2 2 3 1 y 3 3 6 45 105 .00 AND UNDER 51 1 0 .0 0 --------------- 2 2 2 3 3 3 - -51 1 0 .0 0 AND U.mDER 5 1 1 5 . 0 0 --------------- 2 1 1 1 - 1 1 1 - -51 1 5 .0 0 AND UNDER 5 1 3 0 .0 0 --------------- 2 2 2 * * 2 1 1 1 15 120 .00 AND UNDER 512 5 .0 0 --------------- 1 1 1 * - 2 2 2 - -5 1 2 = .0 0 AND UNDER 5 1 3 0 .0 0 --------------- 3 3 3 “ - 2 2 2 - -513 0 .0 0 AND UNDER 51 3 5 .0 0 -------------- 3 2 2 1 1 4 3 3 1 1513 5 .0 0 AND UNDER 5 1 4 0 .0 0 — ---------- - - - “ “ i - - 1 1514 0 .0 0 AND UNDER 51 4 5 .0 0 --------------- 2 - - 2 2 4 - 4 45 145 .00 AND UNDER 5 1 5 0 . 0 ' J --------------- 1 1 1 1 - - -5150 .00 AND UNDER 5 1 5 5 .0 0 --------------- - - - 1 1 1 - -$ 1 5C•00 AND UNDER 516 0 .0 0 --------------- - - - - - - - -5 160 .00 AND UNDER 5 1 6 5 .0 0 --------------- - - - | - - - •S165.0Q AND UNDER 5 1 7 0 .0 0 ----- --------- - * * - - - -51 7 0 .0 0 AND UNDER 517 5 .0 0 --------------- - - - ! - - - •51 7 5 .0 0 AND UNDER 5 1 8 0 . 0C --------------- - - - - - - - - -s i a o . o o and u n d e r s i b s . oo --------------- - - i 1 I • -S1P5 .00 AND UNDER 519 0 .0 0 — — ----- - - - - * - - - - -$ 190 .00 AND UNDER $19 5 .0 0 — ----------- - - - - - -$ 195 .00 AND UNDER 520 0 .0 0 --------------- - - * * - - - -$2 0 0 .0 0 AND UNOER $ 205 .00 --------------- - - * - - - • • -$ 205 .00 AND UNDER 521 0 .0 0 --------------- - - - * - - - . • •5 210 .00 AND UNDER $ 2 1 5 .0 0 --------------- - - * * - - - - -$ 215 .00 AND UNDER 5 2 2 0 . C U --------------- - - i - . 1 1$ 220 .00 AND UNDER $ 2 2 5 .0 0 --------------- - - - • • • .$ 225 .00 AND UNDER $ 2 3 0 .0 0 --------------- 1 1 1 - - i 1 1 • •$2 3 0 .0 0 AND UNDER 523 5 .0 0 --------------- - * “ - - - - -$23 5 .0 0 AND UNDER $ 2 4 0 .0 0 --------------- - - - - i • • 1 1$2 4 0 .0 0 AND UNDER $2 4 5 .0 0 ----------- — 1 - * 1 1 - - - -

ESTABLISHMENTS HAVING NO SPECIF IED MINIMUM ----------------------------------------------------- 1 2 6 XXX 6 XXX 37 23 XXX 14 XXX

ESTABLISHMENTS WHICH DID NOT EMPLOY WORKERS IN THIS CATEGORY ------------------- 95 36 XXX 59 XXX 50 12 XXX 38 XXX



Table B -2 . Late shift pay provisions for fu ll-tim e m anufacturing plantworkers in Akron, Ohio, Decem ber 1976^A l^Ju U -^ im e>m an u fa c tu rin g j3 lan t_w ork ers = 100j3ercent2i

I temA l l w o r k e r s 7 W o r k e r s on la te shifts

Second shift T h i r d shif t Second shift Th i rd shift

PERCENT OE WORKERS

IN ESTABLISHMENTS WITH LA T l SHIFT PROVISIONS ------ 97.A 87.A 23.7 1A.3

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT WORK ------ A . 7 1.1 1.0 .1WITH PAY DIFFERENTIAL FOR LATt SHIFT WORK --------- 92.7 86.3 22.7 1A.3

UNIFORM CENTS-PFR-HOUR DIFFERENTIAL --------------- TO.8 63.9 16.6 10.AUNIFORM PERCENTAGE DIFFERENTIAL -------------------- 21.0 19.5 5.9 3.AOTHER DIFFERENTIAL ------------------------------------ .9 2.9 .2 .A

AVERAGE PAY DIFFERENTIAL

UNIFORM CFNTS-PER-HOUR DIFFERENTIAL ----------------- 13.6 16.6 13.7 15.7UNIFORM PERCENTAGE DIFFERENTIAL ---------------------- 5.8 9.1 5.7 9.A

PERCENT OF WORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL

UNIFORM CENTS-PFR-rlOURS3 CENTS ----------------------------------------------- 2.0 - .A -5 AND UNDER * CENTS ------------------------------- 1.5 .9 .A <9>6 CENTS ----------------------------------------------- .9 .9 .1 -7 CENTS ----------------------------------------------- 1. A - .2 -a AND UNDER 9 CENTS ------------------------------- .8 1.5 .1 .A9 CENTS ----------------------------------------------- 7.A 7.A 2.2 1.6in CENTS --------------------------------------------- 11.9 8.5 2.1 .911 AND UNDER 12 CENTS --- ------------------------- 2.1 2.1 .6 .512 CENTS --------------------------------------------------------------- 2.8 1.0 .6 .213 CENTS --------------------------------------------------------------- _ .5 . .11A C E N T S --------------------------------------------------------------- 1.8 l.A .A (9)15 AND UNDER 16 CENTS — ---------------------------------- - 17.7 13.7 A.6 3.317 CENTS --------------------------------------------------------------- 3.0 - .7 -18 AND UND^R 19 CENTS ---------------------------------------- 12.9 12.9 3.2 1.919 CENTS --------------------------------------------------------------- - .A - -20 CENTS --------------------------------------------------------------- 3.3 3.6 .4 .525 CENTS --------------------------------------------------------------- 1.2 3.9 .A .6AO CENTS --------------------------------------------------------------- - A . 9 - .A

UNIFORM PERCENTAGES2 AND UNDER 3 PERCENT ---------------------------------------- .5 - .1 -A PERCENT -------------------------------------------------------------- - .5 - .15 PERCENT -------------------------------------------------------------- 17.6 - 5.0 -7 AND UNDER a PERCENT ---------------------------------------- - 6.A - .610 PERCENT ------------------------------------------------------------ 1.3 12.2 .5 2.612 AND UNDER 13 PERCENT ------------------------------------- 1.5 .A .3 .1

See foo tnotes at end o f tab le s .


Table B -3 . Scheduled w eekly hours and days of fu ll-tim e first-sh ift workers in Akron, Ohio, Decem ber 1976

I t em

Plant w orkers Office workers

A l l industries Manufacturing Nonmanufacturing Public utilities Al l industries Manufacturing Nonmanufacturing Public utilities

PERCENT OF WORKERS ay SCHEDULED WEEKLY HOURS AND DAYS

ALL EULL-T I Mt' W O R K E R S --------------------- 100 100 100 100 100 100 100 100

25 HOURS—4 DAYS -------------------------------------- (10) - (10) - - - _28 HOURS-5 DAYS -------------------------------------- (10) (1C) * * - -28 3/4 HOURS-5 DAYS ------------------------------- (10) - 1 “ * * - -

33 HOURS-5 DAYS -------------------------------------- 1 3 (10) * (10) -35 HOURS-5 DAYS -------------------------------------- 1 - 4 “ 1 * 136 HOURS ---------------------------------------------------- 13 19 2 " * - -

5 DAYS -------------------------------------------------- 12 17 2 * ” - -6 CAYS -------------------------------------------------- 1 2 ” * * - -

36 1/3 HOURS-5 DAYS ------------------------------- (10) (10) 1 * 2 -36 1/2 HOURS-5 DAYS ------------------------------- - ~ 4 * 1137 HOURS-5 DAYS ------------------------------- - * (10) “ (10) -37 1/2 HOURS-5 DAYS ------------------------ 2 3 (10 ) * 3 1 7 -

37 3/4 HOURS-5 DAYS ------------------------ “ 1 2 -38 1/2 HOURS-5 D A Y S ------------------------ - * * 1 2

38 3/4 HOURS-5 DAYS ------------------------ - - 5 -

40 HOURS ------------------------------------------ 73 72 74 88 8a 9 9 6 9 9 9

4 CAYS ---------------------------------------- 1 1 - - * * “ -

5 CAYS ---------------------------------------- 72 71 74 88 88 9 9 6 9 9 9

42 HOURS ------------------------------------------ £ 2 4 * * * * -

5 CAYS ---------------------------------------- 1 2 - * * * * *6 CAYS — ---------------- ---- — ----- ------ 1 - 4 * * * * -

4 5 H O U R S ---------------------------------- ------------------------ 1 (10) 4 - (10) * (10)

5 DAYS -------------------------------------------------------- 1 (1C) 4 — * “ -5 1 / 2 DAYS ------------------------------------------------ - - - ( 1C) * (10) -

4 6 H O U R S — 6 C A Y S ------------------------------------------- 2 - 5 * * *4 8 HOURS-6 DAYS ------------------------------------------- 1 - 3 12 (10) * (10) 1

50 HOURS ----------------------------------------------------------- 2 3 “ * • *5 DAYS -------------------------------------------------------- 1 2 * *6 DAYS -------------------------------------------------------- 1 2 *

A V E R A G E S C H E D U L E DW E E K L Y -

ALL WEEKLY WO R K S C H E D U L E S --------------------- 39.7 39.5 4 Q . 0 4 0 . 9 39.7 4 0 . 0 3 9 . 2 4 0 . 1

See footnote at end o f tab les .


Table B-4. Annual paid holidays for fu ll-tim e workers in Akron, Ohio, Decem ber 1976Plant w orkers O ffice workers

I t emA ll industries Manufacturing Nonmanufacturing Public utilities A ll industries Manufacturing Nonmanufacturing Public utilities

PERCENT OF WORKERS

ALL FULL-TIME WORKERS --------------------- 1 0 0 1 0 0 1 0 0 1 0 0 1 0 0 l o o 1 0 0 l o o

IN ESTABLISHMENTS NOT PROVIDINGPA IC H O L I D A Y S --------------------------------------- 3 - 10 - - - •

IN ESTABLISHMENTS PROVIDINGPAID HOLIDAYS --------------------------------------- 97 1 0 0 90 1 0 0 1 0 0 l o o 1 0 0 1 0 0

AVERAGE NUMBER OF PAID HOLIDAYS

FOR WORKERS IN ESTABLISHMENTSPROVIDING HOLIDAYS ----------------------------- 9.4 9 .9 8 . 1 9 .8 9 .3 9 .7 8 .7 9 .4

PERCENT OF WORKERS BY NUMBcRCF PAID HOLIDAYS PROVIDED

1 HOLIDAY -------------------------------------------------- (10) - ( 1 C) _ . - •2 HOLIDAYS ------------------------------------------------ - - - - ( 1 0 ) - ( 1 0 ) -3 HOLIDAYS ------------------------------------------------ (10) - 1 - - - -4 HOLIDAYS ------------------------------------------------ (10> - ( 1 C) - ( 1 0 ) - ( 1 0 > -5 HOLIDAYS ------------------------------------------------- (10) - 1 - - - - •6 HOLIDAYS ------------------------------------------------ 8 6 14 - 4 1 8 -

PLUS 1 HALF r > H Y ----------------------------- - - - - (10) d o ) - -PLUS 2 HALF DAYS ---------------------------- (10) - (10) - (10) - 1 -

7 HOLIDAYS -------------------------------------------- 7 12 2 5 4 7 6PLUS I HALF D A Y ----------------------------- (10) - 1 - (10) - (10 ) -PLUS 2 HALF DAYS ---------------------------- - - - - (10) (10 ) -

8 HOLIDAYS -------------------------------------------- 12 6 23 - 10 3 23 23PLUS 1 HALF JAY ----------------------------- (10) - (10) - - - - •PLUS 3 HALF DAYS ---------------------------- - - - - 1 - 2 7

9 HOLIDAYS -------------------------------------------- 11 7 18 37 30 25 39 20PLUS 2 HALF DAYS ---------------------------- 1 - 2 - 1 • 2 -

10 h o l i d a y s ------------------------------------------ 44 60 12 38 42 61 11 2711 HOLIDAYS ------------------------------------------ 6 5 6 23 1 1 • -

PLUS 1 h a l f d a y ----------------------------- - - - - 2 - 5 1712 HOLIDAYS ------------------------------------------ - - - - 1 (10> 2 -13 HOLlOAYS ------------------------------------------ 1 1 - - 3 4 1 .14 HOLIDAYS ------------------------------------------ 7 10 - - 1 1 - -

PERCENT OF WORKERS BY TOTALPAID HOLIDAY TIME P R O V I U E u 11

2 DAYS OR MORE ------------------------------------- 97 100 90 100 100 loo 100 1003 DAYS OR MORE ------------------------------------- 97 100 90 loo 99 loo 99 1006 DAYS OR MORE -------------------------- 96 100 87 loo 99 100 99 1007 DAYS OR MORE------------ -— ------- — 87 94 73 100 96 99 92 1008 DAYS OR MORE -------------------------- 80 90 60 98 91 95 84 949 DAYS OR MORE -------------------------- 69 84 38 98 81 92 61 719 1/2 DAYS OR MORE --------------------- 58 76 20 61 51 67 22 5110 DAYS OR MORE----------- ---- -------- 58 76 20 61 50 67 20 4411 DAYS OR MORE ------------------------- 13 17 6 23 7 6 7 1711 1/2 DAYS OR MORE------------------- 8 11 - - 6 5 7 1712 DAYS OR MORE ------------------------- 8 11 - - 4 5 213 DAYS OR MORE ------------------------- 8 11 - - 3 5 1 _14 DAYS ----------------------------------- 7 10 1 1



Table B -5 . Paid vacation provisions for fu ll-tim e workers in Akron, Ohio, Decem ber 1976Plant workers Office workers

ItemAll industries Manufacturing Nonmanufacturing Public utilities A l l industries Manufacturing Nonmanufacturing Public utilities

PERCENT OF WORKERS

ALL FULL-T IMt WORKERS ----------------------- 10 0 1 0 0 100 10 0 10 0 10 0 10 0 10 0

IN ESTABLISHMENTS NOT PROVIDINGPAID VACATIONS ----------------------------------------- 1 4

IN ESTABLISHMENTS PROVIDINGPAID VACATIONS ----------------------------------------- 99 10 0 96 10 0 100 10 0 10 0 10 0

LENGTH-OF-TIME PAYMENT ------------ — — 63 52 86 95 99 99 10 0 10 0p e r c e n t a g e p a y m e n t ----------------:-------— 36 48 10 5 (10) (10 ) •

AMOUNT OF PAID VACATION AFTER!12

6 MONTHS OF SERVICE!UNDER 1 WEEK --------------------------------------- 3 3 4 2 1 31 WEEK.---------------------------------------------------- 14 16 11 24 26 26 27 32OVER 1 AND UNDER 2 WEEKS ------------ - - - - 10 10 10 232 WEEKS -------------------------------------------------- - - (10) * (10>

1 YEAR OF SERVICE!1 WEEK ---------------------------------------------------- 49 39 70 34 17 7 34 27OVER 1 AND UNDER 2 WEEKS ------------ 8 7 12 37 1 - 2 42 WEEKS -------------------------------------------------- 41 55 14 29 82 93 64 69

2 YEARS OF SERVICE!1 WEEK ---------------------------------------------------- 28 26 32 3 2 4OVER 1 ANO UNDER 2 WEEKS ------------ 6 9 - - (10) d o ) 1 -2 WEEKS -------------------------------------------------- 60 63 52 63 96 98 92 96OVER 2 ANO UNDER 3 WEEKS ------------ b 2 12 37 1 - 3 43 WEEKS -------------------------------------------------- (10) - (10) “ (10) * (10> *

3 YEARS OF SERVICE!] WEEK ---------------------------------------------------- to 5 8 . (10 ) (10 )OVER 1 ANO UNDER 2 WEEKS ------------ 3 5 - - (10) (10 ) - -2 WEEKS -------------------------------------------------- 73 73 75 63 95 95 96 96OVER 2 ANO UNDER 3 WEEKS --------------- lb 16 13 37 4 5 2 43 WEEKS ------------------------------------------------------------ 1 1 (10 ) 1 1 1 -OVER 3 ANO UNDER 4 wEEk S --------------- (10) (10 ) * (10 ) * 1 *

4 YEARS OF SERVICE!1 WEEK --------------------------------------------------------------- 6 5 8 (10 ) (10 )OVER 1 ANO UNDER 2 WEEKS —----------- 3 5 - - (10 ) (10 ) - -2 WEEKS ------------------------------------------------------------ 73 72 75 63 95 94 96 96OVER 2 ANO UNDER 3 WEEKS --------------- lb 17 13 37 4 5 2 43 WEEKS ------------------------------------------------------------ 1 1 (10) 1 1 1 -OVER 3 AND UNDER 4 WEEKS --------------- (10) “ (10) (10 ) " 1 *

5 YEARS OF SERVICE!1 WEEK --------------------------------------------------------------- 1 2 (10 ) d o )

.OVER 1 AND UNDER 2 WEEKS --------------- 1 1 * - (10 ) (10 ) - -

2 WEEKS ------------------------------------------------------------ 42 32 64 63 43 26 70 89OVER 2 AND UNDER 3 WEEKS --------------- 6 5 15 37 2 d o ) 4 43 WEEKS ------------------------------------------------------------ 45 59 17 55 73 24 7OVER 3 AND UNDER 4 WEEKS --------------- 1 2 (10) (10) 1



Table B-5. Paid vacation provisions for fu ll-tim e workers in Akron, Ohio, Decem ber 1976— ContinuedPlant workers Office workers

ItemAll industries Manufacturing Nonmanufacturing Public utilities All industries M anuf actur ing Nonmanufacturing Public utilities

AMOUNT OF PAID VACATION AFTER12!- CONTINUED

10 YEARS OF SERVICE!1 WEEK ---------------------------------------------------- (10 ) (10>2 rfEEKS 6 8 7 - 2 2 3 •OVER 2 AND UNDER 3 WEEKS ------------- 2 3 (10) - (10 ) ( l o ) 1 -3 WEEKS ------------------------------------------------- 69 66 76 63 91 90 92 96OVER 3 AND UNDER A WEEKS ------------ 16 17 13 37 A 5 2 AA WEEKS -------------------------------------------------- A 6 (10 ) - 2 2 1 -OVER A AND UNDER 5 WEEKS ------------ (10) - (10 ) - (10) - 1 -

12 YEARS OF SERVICE:1 WEEK ---------------------------------------------------- - - (10 ) - (10 ) -2 WEEKS 6 6 7 - 2 1 3 -OVER 2 AND UNDER 3 WEEKS ------------ 1 2 (10) - (10 ) - 1 -3 WEEKS ------------------------------------------------- 65 62 73 63 86 8 A 89 96OVER 3 AND UNDER A WEEKS ------------ 19 2 2 13 37 7 10 2 AA WEEKS — — — — — — — — —— — 6 7 3 - 5 5 A •OVER A AND UNDER 5 WEEKS ------------ 1 2 (10) (10 ) - 1 “

15 YEARS OF SERVICE:1 WEEK --------------------------------------------------- - - - - (10 ) - (10 ) -2 WEEKS ------------------------------------------------- 3 3 3 - 1 (10) 1 -3 WEEKS ------------------------------------------- ------ 21 13 36 28 32 16 59 S3OVER 3 AND UNDER A WEEKS ------------ 5 5 5 - 3 3 1 -A WEEKS ------------------------------------------------- 6 A 7A AA 35 62 78 33 A2OVER A AND UNDER 5 WEEKS ------------ 6 A 8 37 2 1 3 A5 WEEKS ------------------------------------------------- 1 1 * * 1 1 1 -

20 YEARS OF SERVICF:1 WEEK ---------------------------------------------------- - - - (10) - (10) -2 WEEKS ------------------------------------------------- 2 1 3 1 (10 ) 1 -3 WEEKS ------------------------------------------------- 9 5 16 2 13 3 29 6OVER 3 ANO UNDER A WEEKS ------------ 2 1 A - (10) - 1 -A WEEKS -------------------------------------------------- 31 23 A8 57 30 15 56 85OVER A ANO UNDER 5 wEEKS ------------ A 5 1 - (10) d o ) 1 -5 WEEKS -------------------------------------------------- A7 63 16 5 55 82 9 5OVER 5 AND UNDER 6 WEEKS ------------ A 2 8 37 1 - 3 A6 WEEKS -------------------------------------------------- - - * "" (10) - 1 -

25 YEARS OF SERVICE:1 W EEK ----------------------- ---------------------------- - - (10) - (10) -2 WEEKS -------------------------------------------------- 2 1 3 - 1 (10) 1 -3 WEEKS -------------------------------------------------- 9 5 15 2 10 3 22 6OVER 3 ANO UNDER A WEEKS ------------ 2 1 A - (10) - 1 -A WEEKS -------------------------------------------------- 18 10 3A 29 23 6 5A 61OVER A ANO UNDER 5 WEEKS ------------ 1 1 1 1 (10 ) 2 -5 WEEKS -------------------------------------------------- 57 76 19 33 6A 91 16 29OVER 5 ANO UNDER 6 WEEKS ------------ 6 5 a 37 1 (10) 3 A6 WEEKS ---------------------------------------- A l i (10) 1



Table B-5. Paid vacation provisions for fu ll-tim e workers in Akron, Ohio, Decem ber 1976— ContinuedPlant worke rs Office workers

I t e mA ll industries Manufacturing Nonmanufacturing Public utilities A l l industries Manufacturing Nonmanufacturing Publ ic utilities

AMOUNT OF PAID VACATION AFTER12-CONTINUED

30 YEARS OF SERVICES1 WEEK ------------------------------------- - - (10 ) - (10 ) -2 WEEKS ----------------------------------- 2 1 3 - 1 (10 ) 1 -3 WEEKS — — — — — — — — — 9 5 15 2 10 3 22 6OVER 3 AND UNDPR 4 W E E K S --------- 2 1 A - (10 ) - 1 -A WEEKS ----------------------------------- 16 9 30 9 21 5 48 41OVER A AND UNDER 5 WEEKS --------- 1 1 1 - (10 ) (10 ) 1 -5 WEEKS ----------------------------------- 30 33 23 53 25 28 19 49OVER 5 AND UNDER 6 WEEKS --------- 5 3 8 37 1 - 3 46 WEEKS ----------------------------------- 3 A A5 11 — 42 63 5 -OVER 6 AND UNDER 7 WEEKS — ------ 1 1 * * (10 ) (10> - “

MAXIMUM VACATION AVAILABLE:1 WEEK ---------------------------------------------------- - - - - (10) - (10 ) -2 WEEKS -------------------------------------------------- 2 1 3 — 1 (10 ) 1 -3 WEEKS -------------------------------------------------- 9 5 15 2 10 3 2 2 6OVER 3 AND UNDER A WEEKS ------------ 2 1 A - (10> - 1 -A WEEKS -------------------------------------------------- 16 9 30 9 21 5 48 41OVER A AND UNDER 5 WEEKS ------------ 1 1 1 - (10 ) - 1 -5 WEEKS -------------------------------------------------- 30 33 23 53 24 27 18 49OVER 5 AND UNDER 6 WEEKS ------------ 5 3 8 37 1 - 3 46 WEEKS -------------------------------------------------- 3A A5 11 - 43 64 5 -7 WEEKS -------------------------------------------------- - - - - (10 ) - 1 -OVER 7 AND UNDER 8 WEEKS ------------ 1 1 (10 ) (10 )



Table B-6. Health, insurance, and pension plans for fu ll-tim e workers in Akron, Ohio, Decem ber 1976P la n t w o rk e rs O ff ic e w o rk e rs

ItemA l l in du stries M anu factu ring N onm anu factu ring P u b lic u t il it ie s A l l in du stries M anu factu ring N onm anu facturing P u b lic u til it ie s

PERCENT OF WORKERS

ALL FULL-TIME WORKERS ----------------------- 100 10 0 10 0 1 0 0 100 10 0 10 0 10 0

IN ESTABLISHMENTS PROVIDING AT LEAST ONE OF THE BENEFITS SHOWN BELOW13----------------------------------------------- 99 100 96 1 0 0 99 loo 99 10 0

LIFE INSURANCE --------------------------------------------- 96 99 89 loo 99 99 99 1 0 0NONCONTRIBUTORY PLANS ------------------------- 87 95 71 1 0 0 88 98 72 10 0

ACCIDENTAL DEATH ANDDISMEMBERMENT INSURANCE ----------------------- 83 90 6 8 73 8 6 90 79 79

NONCONTRIBUTORY PLANS ------------------------- 74 84 53 73 77 8 6 60 69

SICKNESS AND ACCIDENT INSURANCEOR SICK LEAVE OR BOTH14------------------------- 94 99 84 92 89 90 87 94

SICKNESS AND ACCIDENTINSURANCE ----------------------------------------- -------- 87 97 6 8 70 74 87 50 63NONCONTRIBUTORY PLANS --------------------- 80 92 57 70 69 86 40 63

SICK LEAVE (FULL PAY AND NO WAITING PERIOD) — -------------------------------- 8 1 23 42 67 69 64 84

SICK LEAVE (PARTIAL PAY OR WAITING PERIOD) ------------------------------------ 4 2 9 9 4 - 10 9

LONG-TERM DISABIL ITYINSURANCE ----------------------------------------- — -------- 18 24 8 6 63 79 34 26NONCONTRIBUTORY PLANS -------------------------- 16 22 3 6 50 60 31 26

HOSPITALIZATION INSURANCE --------------------- 97 99 95 10 0 99 99 99 10 0NONCONTRIBUTORY PLANS ------------------------- 84 95 64 98 83 97 59 94

SURGICAL INSURANCE ------------------------------------ 97 99 94 10 0 99 99 99 100NONCONTRIRUTORY PLANS ------------------------- 84 95 62 98 83 98 59 94

MEDICAL INSURANCE --------------------------------------- 96 99 90 1 0 0 99 99 99 10 0NONCONTRIBUTORY PLANS -------- ------ ---------- 84 95 62 98 83 98 59 94

MAJOR MEDICAL INSURANCE ------------------------- 83 84 79 1 0 0 99 99 99 10 0NONCONTRIBUTORY PLANS ------------------- ------ 71 80 52 98 80 92 59 94

DENTAL INSURANCE ------------------- --------------------- 24 19 35 6 8 16 13 21 56NONCONTRIBUTORY PLANS ------------------------- 24 18 35 6 8 14 11 18 56

RETIREMENT PENSION ------------------------------------ 85 94 68 94 94 98 89 96NONCONTRIBUTORY PLANS ------------------------- 83 93 64 94 82 84 80 96



Footnotes

A l l o f these standard footnotes m ay not apply to this bulletin.

1 Standard hours re f le c t the workweek fo r which employees r e ce iv e their regu lar s tra igh t-t im e sa la r ies (exc lus ive o f pay fo r o ve r t im e at r e g ular and/or prem ium rates ), and the earnings correspond to these week ly hours.

2 The mean is computed fo r each job by totaling the earnings of allw o rkers and dividing by the number of w o rke rs . The median designates position— half o f the w o rkers r e c e iv e m ore and half rec e iv e less than the rate shown. The m iddle range is defined by two rates of pay: a fourth ofthe w o rkers earn less than the low er of these rates and a fourth earn m orethan the higher rate.

3 Earnings data re la te only to w o rkers whose sex identification was provided by the establishment.

4 Excludes prem ium pay fo r o ve r t im e and fo r work on weekends,holidays, and late shifts.

5 F o r m a l ly established m inimum regu lar s tra igh t-t im e hir ing sa lar ies that are paid fo r standard workweeks.

6 Excludes w o rk e rs in subc ler ica l jobs such as m essenger .7 Data are presented fo r all standard workweeks combined, and for

the m ost common standard w orkweeks reported.8 Includes all plant w o rkers in establishments current ly operating

late shifts, and establishments whose fo rm a l provis ions cover late shifts, even though the establishments w e re not current ly operating late shifts.

9 L ess than 0.05 percent.10 L ess than 0.5 percent.11 A l l combinations of full and half days that add to the same amount

are combined; fo r example, the proportion o f w o rk e rs rece iv ing a total of 1 0 days includes those with 10 full days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. P roport ions then w e re cumulated.

12 Includes payments other than "length of t im e , " such as percentage of annual earnings or f la t-sum payments, converted to an equivalent time basis; fo r example, 2 percent of annual earnings was considered as 1 week 's pay. P e r iods of s e rv ic e are chosen a rb i t ra r i ly and do not - neces sar i ly r e f le c t individual prov is ions for p rogress ion ; fo r example, changes in proportions at 10 years includa changes between 5 and 10 yea rs . Estimates are cumula t ive . Thus, the proport ion e l ig ib le fo r at leas t 3 w eeks ' pay after 10 years includes those e l ig ib le fo r at least 3 w eeks ' pay after few e r years of s e rv ice .

13 Estim ates l is ted after type of benefit are fo r all plans for whichat least a part of the cost is borne by the em p loyer . "Noncontributoryplans" include only those financed en t ire ly by the em ployer . Excluded are le ga l ly required plans, such as w o rke rs d isab il i ty compensation, socia l security , and ra i lroad re t irem en t.

14 Unduplicated total o f w o rk e rs rece iv in g sick leave or sickness and accident insurance shown separate ly below. Sick leave plans are l im ited to those which de fin ite ly establish at leas t the m in im um number of days ' pay that each employee can expect. In form a l s ick leave allowances determined on an individual basis are excluded.


Appendix AA re a wage and related benefits data are obtained by personal v is its

o f Bureau f ie ld represen tatives at 3 -y ea r in terva ls . 1 In each o f the in terven ing y ea rs , in form ation on employment and occupational earnings is co l lec ted by a combination o f personal v is i t , m a i l questionnaire, and telephone in t e r v iew f ro m establishments partic ipating in the prev ious survey.

In each of the 842 areas currently surveyed, data are obtained f ro m represen tat ive establishments within six broad industry div isions: Manufacturing; transportat ion, communication, and other public util it ies ; wholesa le trade; reta i l trade; finance, insurance, and rea l estate; and s e rv ic e s . M a jo r industry groups excluded f rom these studies are government operations and the construction and extrac t ive industries. Establishments having few e r than a p resc r ib ed number of w o rkers are omitted because c f insuffic ient employment in the occupations studied. Separate tabulations are p rov ided fo r each o f the broad industry d iv isions which meet publication c r i t e r ia .

These surveys are conducted on a sample basis. The sampling procedures invo lve detailed strati f ica tion o f a ll establishments within the scope o f an individual area survey by industry and number of employees . F r o m this s tra t i f ied universe a probability sample is se lected , with each estab lishment having a p redeterm ined chance o f se lection . To obtain optimum accuracy at m inimum cost, a g rea te r p roport ion of la rge than sm all es tab lishments is se lected . When data are combined, each establishment is weighted accord ing to its probability o f se lection , so that unbiased estimates are generated . F o r exam ple, i f one out o f four establishments is se lec ted , it is g iven a weight o f four to represent i t s e l f plus three others. An alternate of the sam e or ig in a l probab il ity is chosen in the same industry -s ize c la s s i f i cation i f data are not availab le f ro m the or ig ina l sample m em ber . I f no suitable substitute is availab le , additional weight is assigned to a sample m em b e r that is s im i la r to the m iss ing unit.

Occupations and earnings

Occupations se lected fo r study are common to a v a r ie ty o f manufacturing and nonmanufacturing industr ies , and are o f the fo llowing types: (1)O f f ic e c le r ic a l ; (2) pro fess iona l and technical; (3) maintenance, too lroom , and powerplant; and (4) m ate r ia l m ovem ent and custodial. Occupational c lass i f ica t ion is based on a uniform set o f job descriptions designed to take account o f interestab lishment var ia t ion in duties within the same job. Occupations se lec ted fo r study are l is ted and descr ibed in appendix B. Unless otherw ise indicated, the earnings data fo llow ing the job tit les are fo r 1 2

1 Personal visits w ere on a 2 -yea r c y c le before July 1972.2 Included in the 84 areas are 14 studies conducted by the Bureau under contract. These areas are Akron,

Ohio; Austin, T e x . ; Binghamton, N. Y . —P a . ; Birm ingham, A la . ; Fort Lauderdale—H ollyw ood and West Palm Beach—Boca Raton, F la. ; Lexington—Fayette, K y .; Melbourne—T itu sv ille—C ocoa, F la.; N orfo lk—V irg in ia Beach— Portsmouth and Newport News—Hampton, Va. —N. C. ; Poughkeepsie—Kingston—Newburgh, N .Y . ; R a le igh — Durham, N .C . ; Stam ford, Conn.; Syracuse, N .Y . ; U tica— Rom e, N .Y . ; and W estchester County, N .Y . In addition, the Bureau conducts more lim ited area studies in approxim ately 100 areas at the request o f the Em ploym ent Standards Adm inistration o f the U. S. Department o f Labor.

all industries combined. Earnings data fo r some o f the occupations l is ted and descr ibed , o r fo r some industry d iv isions within the scope of the survey , are not presented in the A - s e r i e s tab les , because e ither (1) employment in the occupation is too sm a ll to p rov ide enough data to m er i t presentation, o r (2) there is poss ib i l i ty o f d isc losure of individual establishment data. Separate m en 's and wom en 's earnings data are not presented when the number of w o rkers not identif ied by sex is 20 percent or m ore o f the men o r women identi f ied in an occupation. Earnings data not shown separately for industry d iv isions are included in data fo r a l l industries combined. L ik ew ise , data are included in the o v e r a l l c lass if ica t ion when a subclassif ication of e l e c tron ics technicians, s e c r e ta r ie s , o r tru ckdr ive rs is not shown o r in formation to subc lass ify is not available.

Occupational employment and earnings data are shown fo r fu l l- t im e w o rk e rs , i . e . , those h ired to work a regu lar week ly schedule. Earnings data exclude p rem ium pay fo r o ve r t im e and fo r work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cos t -o f- l iv in g allowances and incentive bonuses are included. W eek ly hours fo r o f f ice c le r ic a l and p ro fess ion a l and technica l occupations r e fe r to the standard workweek (rounded to the neares t half hour) f o r which em ployees rece iv e regu lar s tra igh t- t im e sa la r ies (exc lus ive o f pay fo r ove r t im e at regu lar and/or p rem ium rates ). A v e ra ge w eek ly earnings for these occupations are rounded to the nearest half dollar .

These surveys m easure the le v e l o f occupational earnings in .an area at a par t icu lar t im e . Com parisons of individual occupational averages o ve r t im e m ay not r e f le c t expected wage changes. The averages fo r individual jobs are a ffected by changes in wages and employment patterns. F o r exam ple, proportions o f w o rke rs em ployed by high- o r low -w age f irm s m ay change, o r h igh-wage w o rke rs m ay advance to better jobs and be rep laced by new w ork e rs at low er rates. Such shifts in employment could decrease an occupational average even though m ost establishments in an area increase wages during the yea r . Changes in earnings of occupational groups, shown in table A - 7, are be tte r indicators of wage trends than are earnings changes for individual jobs within the groups.

A ve ra g e earnings r e f le c t com posite , areawide est imates. Industries and establishments d i f fe r in pay le v e l and job staffing, and thus contribute d i f fe ren t ly to the est im ates fo r each job. P ay averages m ay fa i l to re f lec t accurate ly the wage d if fe ren t ia l among jobs in individual establishments.

A v e ra g e pay leve ls fo r men and women in se lec ted occupations should not be assumed to r e f le c t d i f fe rences in pay o f the sexes within individual establishments. F ac tors which m ay contribute to d if fe rences include p ro gress io n within established rate ranges (only the rates paid incumbents are co l lec ted ) and per fo rm an ce of spec i f ic duties within the genera l survey job descr ip t ions. Job descr iptions used to c lass i fy em ployees in these surveys usually are m o re gen e ra l iz ed than those used in individual establishments and a llow fo r m inor d i f fe rences among establishments in spec i f ic duties per fo rm ed .


Occupational employment est im ates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments d i f fe r , estimates of occupational employment obtained f ro m the sample of establishments studied se rve only to indicate the re la t ive importance of the jobs studied. These d if fe rences in occupational structure do not affect m a te r ia l ly the accuracy of the earnings data.

Wage trends for se lec ted occupational groups

The percent increases presented in table A -7 are based on changes in average hourly earnings fo r establishments reporting the trend jobs in both the current and prev ious yea r (matched estab lishments). The data are adjusted to rem ove the e f fec t on average earnings of employment shifts among establishments and turnover of establishments included in survey samples. The percent in c reases , how ever , are s t i l l a ffected by factors other than wage inc reases . H ir ings, layo f fs , and turnover m ay affect an establishment average fo r an occupation when w orkers are paid under plans provid ing a range of wage rates fo r individual jobs. In periods of increased hir ing, fo r exam ple, new em ployees enter at the bottom of the range, depressing the average without a change in wage rates.

The percent changes rela te to wage changes between the indicated dates. When the t im e span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages increase at a constant rate between surveys . )

Occupations used to compute wage trends are:

O ff ice c le r ic a l (men and w om en ):

Sec re ta r ie sStenographers, genera l Stenographers, sen ior T yp is ts , c lasses A and B F i le c le rk s , c lasses A,

B , and C M essengersO rde r c le rks , c lasses A

and BAccounting c le rks ,

c lasses A and B Bookkeeping-machine

opera tors , class B P a y ro l l c lerks Keypunch opera tors ,

c lasses A and B T abulating-machine

opera tors , class B

E lec t ron ic data process ing (men and w om en ):

Computer system s analysts, c lasses A , B, and C

E lec t ron ic data process ing (men and women)— Continued

Computer p ro g ra m m ers , c lasses A , B, and C

Computer opera tors , c lasses A, B, and C

Industrial nurses (men and w om en ):

R eg is te red industrial nurses

Skilled maintenance (men and w o m en ) :

Carpente rs E lect ricians Pa in ters MachinistsMechanics (m achinery ) Mechanics (m otor v eh ic le ) P ip e f i t t e rs T oo l and die m akers

Unskilled plant (men and w om en ):

Jan itors , p o r te rs , and c leaners

M a te r ia l handling labore rs

Pe rcen t changes fo r individual areas in the p ro gram are computed as fo llows:

1. Each occupation is assigned a weight based on its p ro portionate employment in the occupational group in the base year.

2. These weights are used to compute group averages .Each occupation 's average (mean) earnings is multiplied by its weight. The products are totaled to obtain a group ave r a g e .

3. The ratio of group averages for 2 consecutive years is computed by dividing the average fo r the current year by the average for the e a r l i e r yea r . The result— expressed as a percent— less 100 is the percent change.

F o r a m o re detailed ' descr ip t ion of the method used to compute these wage trends, see " Im prov ing A re a W age Survey In d exes ," Monthly Labor R e v ie w , January 1973, pp. 52-57.

Establishment p ract ices and supplementary wage p rov is ions

The incidence o f se lec ted establishment p rac t ices and supplementary wage p rov is ions is studied fo r plant w o rke rs and o f f ic e w orkers . Plant w o rkers include nonsuperv isory w o rke rs and work ing superv isors engaged in nonoffice functions. (C a fe te r ia w orkers and route w o rkers are excluded in manufacturing industr ies , but included in nonmanufacturing industr ies .) O f f ic e w o rke rs include nonsuperv isory w o rke rs and working superv isors pe r fo rm ing c le r ic a l o r re la ted functions. Lead w o rke rs and tra inees are included among nonsuperv isory w o rk e rs . A dm in is tra t ive , executive , and p ro fess iona l em ployees and construction w o rke rs uti l ized as separate work fo rc es are excluded f ro m both the plant and o f f ic e w o rk e r categor ies .

M in im um entrance sa la r ies (table B - l ) . M inimum entrance sa lar ies fo r o f f ic e w o rkers re la te only to the establishments v is ited . Because of the optimum sampling techniques used and the probab il ity that la rge estab lishments are m ore l ik e ly than sm all establishments to have fo rm a l entrance rates above the subc ler ica l le v e l , the table is m ore represen tat ive of pol ic ies in m edium and la rge establishments.

Shift d i f fe ren t ia ls— manufacturing (table B - 2 ) . Data w ere collected on po l ic ies o f manufacturing establishments regard ing pay d if ferentia ls fo r plant w o rke rs on late shifts. Establishments considered as- having polic ies are those which (1) have p rov is ions in w r it ing cover ing the operation of late shifts, o r (2) have operated late shifts at any t im e during the 12 months preced ing a survey. When establishments have s e v e ra l d if ferentia ls which va ry by job, the d i f fe ren t ia l applying to the m a jo r i ty o f the plant workers is recorded . When establishments have d i f fe ren t ia ls which apply only to certa in hours of work, the d if fe ren t ia l applying to the m a jo r i t y o f the shift hours is recorded .

F o r purposes o f this study, a late shift is e ither a second (evening) shift which ends at o r near midnight o r a th ird (night) shift which starts at or near midnight.

D if ferentia ls fo r second and th ird shifts are sum m arized separate ly fo r (1) establishment po l ic ies (an estab lishm ent 's d if fe ren t ia ls are weighted by


all plant w orkers in the establishment at the t im e o f the survey ) and (2) e f fe c t iv e pract ices (an establishment's d if ferentia ls are weighted by plant w orkers em ployed on the spec if ied shift at the t im e of the survey ).

Scheduled weekly hours; paid holidays; paid vacations; and health, insurance, and pension p lans. P rov is ion s which apply to a m a jo r i ty o f the plant o r o f f ic e w orkers in an establishment are considered to apply to all plant o r o f f ic e workers in the establishment; a p ract ice o r p rov is ion is considered nonexistent when it applies to less than a m a jor ity . Holidays; vacations; and health, insurance, and pension plans are considered applicable to em p loyees current ly e l ig ib le fo r the benefits as w e l l as to employees who w i l l eventually becom e e l ig ib le .

Scheduled weekly hours and days (table B - 3 ) . Scheduled week ly hours and days r e fe r to the number of hours and days per week which fu l l t im e f i r s t (day) shift w orkers are expected to work , whether paid fo r at s tra igh t-t im e o r ove r t im e rates.

Pa id holidays (table B -4 ) . Holidays are included only i f they are granted annually on a fo rm a l basis (provided fo r in written fo rm o r established by custom) and employees are paid fo r the t im e off. They are included even though in a part icu lar yea r they fa l l on a nonworkday and em ployees are not granted another day off.

Data are tabulated to show the percent of w orkers who (1) are granted spec i f ic numbers of whole and half holidays and (2) are granted specif ied amounts o f total holiday t im e (whole and half holidays are aggregated).

Pa id vacations (table B -5 ) . Establishments report th e ir method of calculating vacation pay (time basis , percent o f annual earnings, f la t-sum payment, e tc . ) and the amount of vacation pay granted. Only bas ic fo rm a l plans are reported. Vacation bonuses, vacation-sav ings plans, and "extended" o r "sabba t ica l" benefits beyond basic plans are excluded.

F o r tabulating vacation pay granted, all prov is ions are expressed on a t im e basis. Vacation pay calculated on other than a t im e basis is converted to its equivalent t im e period. Two percent of annual earnings, fo r exam ple , is tabulated as 1 week 's vacation pay.

A lso , prov is ions after each spec if ied length o f s e rv ic e are rela ted to a ll plant o r o f f ic e workers in an establishment regard less of length of s e rv ic e . Vacation plans commonly provide fo r la r g e r amount o f vacation pay as s e rv ic e lengthens. Counts of plant o r o f f ic e w o rkers by length o f s e rv ic e w e re not obtained. The tabulations of vacation pay granted presents, th e r e fo re , s ta t is t ica l m easures of these prov is ions rather than proportions of w o rke rs actually rece iv ing spec if ic benefits.

Health, insurance, and pension plans (table B -6 ) . Health, insurance, and pension plans include plans fo r which the em p loyer pays e ither all o r part o f the cost. The cost may be (1) underwritten by a com m erc ia l insurance company or nonprofit organization, (2) cove red by a union fund to

which the em p loyer has contributed, o r (3) borne d irec t ly by the em p loyer out o f operating funds o r a fund set aside to cove r the cost. A plan is included even though a m a jo r i ty o f the employees in an establishment do not choose to partic ipate in it because they are required to bear part o f its cost (prov ided the choice to part ic ipate is available o r w i l l eventually become availab le to a m a jo r ity ) . L ega l ly required plans such as socia l security , r a i l road ret irem en t, w o rk e rs ' d isab il ity compensation, and tem pora ry disabil ity in su ran ce3 are excluded.

L i fe insurance includes fo rm a l plans providing indemnity (usually through an insurance po l icy ) in case of death o f the covered worker .

Acc identa l death and d ism em berm ent is l im ited to plans which provide benefit payments in case of death o r loss of limb or sight' as a d irect result o f an accident.

Sickness and accident insurance includes only those plans which provide that p redeterm ined cash payments be made d irec t ly to employees who lose t im e f ro m work because o f i l lness o r injury, e .g ., $50 a week for up to 26 weeks of disabil ity.

Sick leave plans are l im ited to fo rm a l plans 4 which prov ide fo r continuing an em p loyee 's pay during absence f ro m work because of i l lness. Data co l lec ted distinguish between (1) plans which prov ide full pay with no waiting period, and (2) plans which either provide partia l pay o r require a waiting period.

L o n g - te rm d isabil i ty insurance plans prov ide payments to totally d isabled em ployees upon the exp iration o f their paid sick leave and/or s ick ness and accident insurance, o r a fter a p redeterm ined period of disability (typ ica lly 6 months). Payments are made until the end of the d isabil ity , a maxim um age, o r e l ig ib i l i ty fo r re t irem en t benefits. Full o r part ia l payments are a lmost always reduced by soc ia l security , w o rk e rs ' d isabil ity compensation, and private pension benefits payable to the disabled employee.

Hospita lization , surg ica l, and m ed ica l insurance plans reported in these surveys provide full o r part ia l payment fo r basic s e rv ices rendered.

3 Tem porary disability insurance which provides benefits to covered workers disabled by injury or illness which is not w ork-connected is mandatory under State laws in Californ ia , New Jersey, New York , and Rhode Island. Establishment plans which m eet only the lega l requirements are excluded from these data, but those under which (1 ) employers contribute more than is le g a lly required or (2 ) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out o f a State fund to which only em ployees contribute. In each o f the other three States, benefits are paid either from a State fund or through a private plan:

State fund financing: In Californ ia , only em ployees contribute to the State fund; in New Jersey, em ployeesand em ployers contribute; in N ew York , em ployees contribute up to a specified maximum and employers pay the d ifference between the em ployees' share and the total contribution required.

Private plan financing: In C aliforn ia and New Jersey, em ployees cannot be required to contribute morethan they would if they w ere covered by the State fund; in N ew York , em ployees can agree to contribute m ore i f the State rules that the additional contribution is commensurate w ith the benefit provided.

Federal leg is la tion (R a ilroad Unem ploym ent Insurance A c t ) provides temporary disability insurance benefits to railroad woikers for illness or injury, whether work-connected or not. The leg is la tion requires that employers

bear the entire cost o f the insurance.4 A n establishment is considered as having a form al plan i f it specifies at least the m inimum number o f

days o f sick lea ve ava ilab le to each em p loyee. Such a plan need not be written, but inform al sick leave allowances determ ined on an individual basis are excluded.


Hospita lization insurance covers hospital room and board and m ay cove r other hospital expenses. Surg ica l insurance covers surgeons ' fees . M ed ica l insurance covers doc tors ' fees fo r home, o f f ic e , o r hospital calls. Plans res tr ic ted to pos t-opera t ive m ed ica l care or a doctor 's care fo r m inor ailments at a w o rk e r 's place of employment are not considered to be m ed ica l insurance.

M a jor m ed ica l insurance coverage applies to s e rv ices which go beyond the basic s e rv ic e s covered under hospita lization, surg ica l, and m ed ica l insurance. M a jo r m ed ica l insurance typ ica l ly (1) requ ires that a

"deductib le" (e .g . , $50 ) be met be fo re benefits begin, (2) has a coinsurance feature that requ ires the insured to pay a port ion (e .g . , 20 percent) of certa in expenses, and (3) has a spec if ied do l la r m axim um of benefits (e .g . , $ 10, 000 a yea r ) .

Dental insurance plans prov ide norm al dental se rv ice benefits , usually fo r f i l l in gs , extract ions , and X - ra y s . P lans which provide benefits only fo r o ra l su rgery o r repa ir ing accident damage are not reported.

Ret irem ent pension plans prov ide fo r regu lar payments to the re t i re e for l i fe . Included are d e fe r red p ro f i t -shar ing plans which provide the option of purchasing a l i fe t im e annuity.


Appendix table 1. Establishments and workers within scope of survey and number studied in Akron, Ohio, 1 December 1976

Minimum employment in e stab lish

ments in scope of study

Num ber of establishments W orkers in establishments

Industry d iv is ion 2Within scope of study

StudiedWithin scope of study* Studied T o ta l4 F u ll-t im e F u ll-t im e

Num ber Percent plant w orkers office w orkersTotal4

ALL DIVISIONS ----------------------------------- 517 138 123,636 100 63,162 20,148 79 ,637

MANUFACTURING --------------------- ------------------ S O 232 58 73.825 60 42 ,194 12,763 55,251NONMANUFACTURING ------------------------------------

TRANSPORTATION. COMMUNICATION, a n d“ 285 80 49,811 40 20 ,968 7 ,385 24 ,386

OTHER PUBLIC UTILITIES5 ------------------------ 50 37 15 11,467 9 4 ,539 2 ,075 7,896WHOLESALE TRADE ---------------------------------- 50 39 11 3.141 3 ( 6) <6 ) 977RETAIL TRADE -------------------------------------- 50 127 25 24,715 20 <6 ) <6) 9 ,913FINANCE, INSURANCE, AND REAL ESTATE -------- 50 25 10 4 ,776 4 (7> <6 ) 3 ,362SE RV IC ES8 ------------------------------------------- 50 57 19 5 ,712 5 <6 > <6 ) 2 ,238

1 Th e A k ro n Standard M e tro p o lita n S ta t is t ic a l A r e a , as d e fin ed b y the O ff ic e o f M an agem en t and Budget th rough F e b ru a ry 1974, con s is ts o f P o r ta g e and S um m it C ou n ties . The "w o rk e rs w ith in scope o f s tu dy" e s t im a te s shown in th is tab le p ro v id e a re a so n a b ly accu ra te d e s c r ip t io n o f the s iz e and com p os it ion o f the la b o r fo r c e in c lu ded in the su rv e y . E s tim a te s a re not intended, h ow eve r , f o r c o m p a r is o n w ith o th er em p lo ym en t indexes to m ea su re em p lo ym en t tren ds o r le v e ls s in ce (1 ) p lann ing o f w age su rvey s re q u ire s e s tab lish m en t data com p iled c o n s id e ra b ly in advance o f the p a y ro ll p e r io d stud ied , and (2 ) sm a ll e s tab lish m en ts a r e exc lu ded fr o m the scope o f the su rvey .

2 T h e 1967 ed it ion o f the Standard In d u s tr ia l C la s s if ic a t io n M anual w as used to c la s s i fy e s ta b lish m en ts b y in d u s try d iv is io n .3 In c lu des a l l es tab lish m en ts w ith to ta l em p loym en t at o r above the m in im u m lim ita t io n . A l l ou tle ts (w ith in the a r e a ) o f com pan ies in in d u s tr ie s such as tra d e , fin an ce , auto r ep a ir s e r v ic e , and

m o tio n p ic tu re th ea te rs a r e c o n s id e red as 1 e s tab lish m en t.4 In c lu des ex e cu tiv e , p ro fe s s io n a l, p a r t - t im e , and o th e r w o rk e rs exc lu ded fr o m the sep a ra te p lan t and o f f ic e c a te g o r ie s .5 A b b re v ia te d to "p u b lic u t i l i t ie s " in the A - and B - s e r ie s ta b le s . T a x ic a b s and s e r v ic e s in c id en ta l to w a te r tra n sp o rta tion a r e exc lu ded . A k ro n 's lo c a l t ra n s it sys tem is m u n ic ip a lly op era ted

and is ex c lu d ed b y d e fin it ion fr o m the scope o f the study.6 T h is d iv is io n is rep re s en ted in e s t im a te s f o r " a l l in d u s tr ie s " and "n on m an u fac tu rin g " in the A - s e r ie s ta b le s , and fo r " a l l in d u s tr ie s " in the B - s e r ie s ta b le s . S ep a ra te p resen ta tion o f data is

not m ade fo r one o r m o re o f the fo llo w in g re a son s : (1 ) E m p loym en t is too sm a ll to p ro v id e enough data to m e r i t s ep a ra te study, (2 ) the sam p le w as not d es ign ed in it ia l ly to p e rm it separa te p re sen ta tion , (3 ) resp on se w as in su ffic ien t o r inadequate to p e rm it separa te p resen ta tion , and (4 ) th e re is p o s s ib i l i t y o f d is c lo s u re o f in d iv idu a l e s tab lish m en t data.

7 W o rk e rs fr o m th is e n t ir e d iv is io n a r e rep re s en ted in e s t im a te s fo r " a l l in d u s tr ie s " and "n on m an u fac tu rin g " in the A - s e r i e s tab les , but fr o m the r e a l es ta te p o rtion on ly in e s tim a tes fo r " a l lin d u s tr ie s " and "n on m an u fac tu rin g " in the B - s e r ie s ta b le s . S ep a ra te p resen ta tion o f data is not m ade fo r one o r m o re o f the rea son s g iven in foo tn ote 6.

8 H o te ls and m o te ls : lau n d ries and o th e r p e rs o n a l s e r v ic e s : busin ess s e r v ic e s ; au tom ob ile r e p a ir , ren ta l, and pa rk in g ; m o tion p ic tu re s ; n on p ro fit m em b ersh ip o rga n iza tio n s (exc lu d in g r e lig io u s and c h a r ita b le o rg a n iza t io n s ); and en g in e e r in g and a rc h ite c tu ra l s e r v ic e s .

In d u s tr ia l com p os it ion in m anu factu ring

A lm o s t tw o - th ird s o f the w o rk e rs w ith in the scope o f the su rv e y in the A k ron a re a w e r e em p lo y ed in m anu factu ring f i r m s . The fo llo w in g p re s en ts the m a jo r in d u stry groups and s p e c if ic in d u s tr ie s as a p e rcen t o f a l l m anu factu ring :

In d u stry groups S p e c if ic in d u str ies

R u b b er and p la s t ic s p roducts __47 T ir e s and in n e r tu b e s ___________ 40F a b r ic a te d m e ta l p ro d u c ts___ _ _ 19 F a b r ic a te d s tru c tu ra l m e ta lM a ch in e ry , e x cep t e le c t r ic a l _ 11 p rodu cts ___ 10E le c t r ic a l equ ipm ent and M e ta l s tam pings 5

su pp lies . . 7

T h is in fo rm a tio n is based on es tim a te s o f to ta l em p loym en t d e r iv e d fr o m u n iv e rs e m a te r ia ls c o m p ile d b e fo r e actu a l su rv e y . P ro p o r t io n s in v a r io u s in d u stry d iv is io n s m a y d i f f e r f r o m p ro p o rt io n s based on the re su lts o f the su rv e y as shown in append ix tab le 1.

L a b o r-m a n a gem en t a g re em en t c o v e ra g e

Th e fo llo w in g tabu la tion shows the p e rc en t o f fu l l- t im e p lan t and o f f ic e w o rk e rs em p lo yed in e s tab lish m en ts in the A k ro n a re a in w h ich a union c o n tra c t o r con tra c ts c o v e re d a m a jo r it y o f the w o rk e rs in the r e s p e c t iv e c a te g o r ie s , D ec em b e r 1976:

P lan t w o rk e rs O ff ic e w o rk e rs

A l l i n d u s t r i e s ______________________ 78M a n u fa c tu r in g __________________________84N onm anu factu ring ____________ 67

P u b lic u t i l i t i e s _____________________ 98

71

1853

A n es tab lish m en t is c o n s id e red to h ave a c o n tra c t c o v e r in g a l l p lan t o r o f f ic e w o rk e rs i f a m a jo r it y o f such w o rk e rs is c o v e r e d b y a la b o r-m a n a gem en t a g re em en t. T h e r e fo r e , a l l o th e r p lan t o r o f f ic e w o rk e rs a r e em p lo y ed in e s tab lish m en ts that e ith e r do not have la b o r-m a n a gem en t con tra c ts in e f fe c t , o r have con tra c ts that app ly to fe w e r than h a lf o f th e ir p lan t or. o f f ic e w o rk e r s . E s t im a te s a r e not n e c e s s a r i ly r e p re s e n ta t iv e o f the ex ten t to w h ich a l l w o rk e rs in the a r e a m a y be c o v e r e d b y the p ro v is io n s o f la b o r-m an agem en t a g re em en ts , b ecau se sm a ll e s tab lish m en ts a r e exc lu ded and the in d u s tr ia l scope o f the su rv e y is l im ite d .


Appendix B. Occupational Descriptions

The p r im a ry purpose o f prepar ing job descr iptions fo r the Bureau 's wage surveys is to ass ist its f ie ld s taff in c lass ify ing into appropriate occupations w orkers who are em ployed under a va r ie ty o f p ay ro l l t it les and d if ferent work arrangements f r o m establishment to establishment and f ro m area to area. This perm its the grouping o f occupational wage rates representing comparable job content. Because o f this emphasis on interestab lishm ent and in terarea com parabil i ty of occupational content, the Bureau 's job descr iptions m ay d i f fe r s ign if icantly f r o m those in use in individual establishments o r those p repared fo r other purposes. In applying these job descr ip t ions, the Bureau 's f ie ld economists are instructed to exclude work ing superv isors ; apprentices; lea rn ers ; beginners; t ra inees ; and handicapped, p a r t - t im e , tem pora ry , and probationary w orkers .

OFFICES E C R E T A R Y

Ass igned as persona l s e c re ta ry , no rm ally to one individual. M ain tains a c lose and highly respons ive relationship to the day-to-day work of the superv isor . W orks f a i r ly independently r ece iv in g a minimum of detailed superv is ion and guidance. P e r fo r m s va r ied c le r ic a l and s ec re ta r ia l duties, usually including most of the fo l low ing :

a. Rece ives telephone ca l ls , persona l c a l le rs , and incoming m a il , answers routine inqu ir ies , and routes technica l inquiries to the p roper persons;

b. Estab lishes , maintains, and rev is es the superv iso r 's f i le s ;

c. Maintains the su pe rv iso r 's calendar and makes appointments as instructed;

S E C R E T A R Y — Continued

d. Relays m essages f r o m superv iso r to subordinates;

e. Reviews correspondence , m em orandum s, and reports prepared by others fo r the su pe rv iso r 's signature to assure procedura l and typographic accuracy;

f. P e r fo r m s stenographic and typing work.

M ay also p e r fo rm other c le r ic a l and s e c r e ta r ia l tasks of comparable nature and difficulty. The work typ ica l ly requ ires knowledge of o f f ice routine and understanding of the organization, p ro g ra m s , and procedures related to the work o f the superv isor .

Beginning with calendar y ea r 1976 surveys , the Bureau has grouped occupations studied in its a rea wage surveys into job fam il ies in o rd e r to present in form ation on rela ted occupations in sequence. Job fam il ies have not been t it led , however , since doing so might have added extraneous e lements to the job matching p rocess .

The Bureau has also rev ised s e ve ra l occupational t i t les . The r ev is ed t it les m ore near ly re f le c t usual word order and are m ore descr ip t ive o f the survey jobs.

Rev ised occupational descr iptions are being introduced this y ea r for : O rde r c lerk ; p ay ro l l c lerk ;switchboard opera tor ; switchboard opera to r -recep t ion is t ; transcr ib ing-m ach ine typ ist (p rev iou s ly t it led transcr ib ing-m ach ine opera tor ) ; m ach ine-too l opera tor (too lroom ); and too l and die m aker . They are the result o f the Bureau 's po licy of p e r iod ica l ly rev iew ing area wage survey occupational descr iptions in o rd e r to take into account technolog ica l developments and to c la r i fy descr iptions so that they are m ore read ily understood and un iform ly interpreted . Even though the rev is ed descr iptions r e f le c t bas ica l ly the same occupations as p rev iou s ly defined, some report ing changes may occur because o f the rev is ions .


SECRETARY— Continued

Exclusions

Not all posit ions that are t it led " s e c r e t a r y " possess the above charac te r is t ics . Examples of positions which are excluded f ro m the definition are as fo l lows:

a. Pos it ions which do not m eet the "p e rso n a l" s e c re ta ry concept descr ibed above;

b. Stenographers not fully tra ined in s ec re ta r ia l - ty p e duties;

c. Stenographers serv ing as o f f ice assistants to a group of p r o fess iona l , technica l, or m anageria l persons;

d. Sec re ta ry positions in which the duties are e i ther substantially m o re routine o r substantially m ore complex and responsible than those charac te r ized in the definition;

e. Ass is tant-type positions which invo lve m ore difficult o r m ore respons ib le technica l, adm in is tra t ive , su perv isory , o r spec ia l iz ed c le r ic a l duties which are not typ ica l o f s e c re ta r ia l work.

N O T E : The t e r m "co rp o ra te o f f i c e r , " used in the le v e l definitionsfo l low ing , r e fe r s to those o ff ic ia ls who have a s ignificant corporatew ide policym aking ro le with regard to m a jo r company ac t iv it ies . The t it le " v ic e p r e s id e n t , " though norm ally ind icative o f this ro le , does not in all cases identify such positions. V ice presidents whose p r im a ry respons ib i l i ty is to act person a l ly on individual cases o r transactions (e .g . , approve o r deny individual loan o r cred it actions; adm inister individual trust accounts; d irec t ly superv ise a c le r ic a l staff ) are not considered to be "co rp ora te o f f i c e r s " fo r purposes of applying the fo l low ing le v e l de fin it ions .

Class A

1 . S ec re ta ry to the chairman o f the board o r pres ident of a company that em p loys , in all , o v e r 100 but few e r than 5, 000 p erson s ; o r

2. S ec re ta ry to a corporate o f f i c e r (other than the chairman of the board o r pres ident) o f a company that em ploys , in all, o v e r 5, 000 but f e w e r than 25, 000 p erson s ; or

3. S ec re ta ry to the head, im m ed ia te ly be low the corporate o f f i c e r l e v e l , o f a m a jo r segment o r subsidiary o f a company that em ploys , in all, o v e r 25,000 p e rson s .

Class B

1. S ec re ta ry to the chairman o f the board o r pres ident o f a company that em p loys , in all, f ew e r than 100 p e rson s ; or

2. S ec re ta ry to a corporate o f f i c e r (other than the chairman of the board o r pres ident) o f a company that em p loys , in all, o v e r 100 but few e r than 5,000 p e rson s ; o r

SECRETARY— Continued

3. S ec re ta ry to the head, im m ed iate ly be low the o f f i c e r l e v e l , o v e r e ither a m a jo r corporatew ide functional activ ity (e .g . , m arketing, research , operations, industrial re la t ions, e tc . ) ojr a m a jo r geographic or organizational segment (e .g . , a reg ional headquarters; a m a jo r d iv is ion ) o f a company that em ploys , in all, o v e r 5, 000 but few e r than 25, 000 em p lo yees ; or

4. Sec re ta ry to the head of an individual plant, factory , etc. (or other equivalent le v e l o f o f f ic ia l ) that em ploys , in all, o v e r 5,000 persons; or

5. Sec re ta ry to the head of a la rge and important organizational segment (e .g . , a m iddle management superv isor of an organizational segment often involving as many as s eve ra l hundred persons ) o r a company that em ploys , in a ll , o v e r 25,000 p e rson s .

Class C

1 . S ec re ta ry to an executive o r m anager ia l person whose respons ib i l i ty is not equivalent to one o f the spec if ic le v e l situations in the definition fo r class B, but whose organizational unit no rm ally numbers at least s e ve ra l dozen em ployees and is usually divided into organizational segments which a re often, in turn, further subdivided. In some companies, this le v e l in cludes a w ide range o f organ iza tiona l echelons; in others , only one o r two; o r

2. Sec re ta ry to the head of an individual plant, factory , etc. (or other eauivalent l e v e l o f o f f ic ia l ) that employs, in all, few er than 5,000 p e rson s .

Class D

1. S ec re ta ry to the su perv isor or head o f a small organizational unit (e .g . , f e w e r than about 25 o r 30 persons );

2. S ec re ta ry to a nonsuperv isory s taff spec ia l is t , pro fess iona l e m p loyee , adm in is trat ive o f f i c e r , o r assistant, sk i l led technician, o r expert. (NOTE : Many companies assign stenographers, rather than sec re ta r ie s asdescr ibed above, to this le v e l o f superv isory o r nonsuperv isory w o rk e r . )

S T E N O G R A PH E R

P r im a r y duty is to take dictation using shorthand, and to transcr ibe the dictation. May also type f r o m written copy. May operate f r o m a stenographic pool. May occas iona lly t ranscr ibe f r o m vo ice record ings ( i f p r im a ry duty is transcr ib ing f r o m record ings , see T ranscr ib ing -M ach ine Typ is t ) .

N O TE : This job is distinguished f ro m that of a s e c re ta ry in that as e c re ta ry n o rm a lly works in a confidential relationship with only one m anager o r executive and p e r fo rm s m ore responsible and d iscre t ionary tasks as descr ibed in the s ec re ta ry job definition.

Stenographer, Genera l

Dictation invo lves a norm al routine vocabulary. May maintain f i l e s , keep s imple r eco rd s , o r p e r fo r m other r e la t iv e ly routine c le r ic a l tasks.


STENOGRAPHER— Continued

Stenographer, Senior

Dictation invo lves a va r ied technical o r spec ia l ized vocabulary such as in lega l b r ie fs o r reports on sc ien ti f ic research . May also set up and maintain f i le s , keep reco rds , etc.

OR

P e r fo r m s stenographic duties requiring s ign if icantly g rea te r in dependence and respons ib i l i ty than stenographer, genera l, as evidenced by the fo llowing: W ork requ ires a high degree o f stenographic speed andaccuracy; a thorough working knowledge of genera l business and o f f ic e p ro cedure; and o f the spec if ic business operations, organization, po l ic ies , p rocedures , f i l e s , work f low , etc. Uses this knowledge in per form ing stenographic duties and responsible c le r ic a l tasks such as maintaining followup f i les ; assembling m a te r ia l fo r reports , m em orandums, and le t te rs ; composing s im ple le t te rs f ro m genera l instructions; reading and routing incoming m ail ; and answering routine questions, etc.

TR A N S C R IB IN G -M A C H IN E T Y P IS T

P r im a r y duty is to type copy of vo ic e reco rded dictation which does not invo lve va r ied technica l o r spec ia l iz ed vocabulary such as that used in lega l b r ie fs o r reports on sc ien ti f ic research . M ay also type f rom written copy. May maintain f i le s , keep s imple reco rds , o r p e r fo rm other re la t ive ly routine c le r ic a l tasks. (See Stenographer definition fo r w o rkers involved with shorthand dictation.)

T Y P IS T

Uses a ty p ew r i te r to make copies o f var ious m ater ia ls or to make out b il ls a fter calculations have been made by another person. May in clude typing o f stenc ils , mats, or s im i la r m ater ia ls fo r use in duplicating p rocesses . May do c le r ic a l work involving l i t t le specia l tra in ing, such as keeping s imple reco rds , f i l ing records and reports , o r sorting and distributing incoming m ail .

C lass A. P e r f o r m s one o r m ore o f the fo l low ing : Typing m ate r ia lin final fo rm when it invo lves combining m ate r ia l f rom seve ra l sources; or respons ib i l i ty fo r c o r re c t spell ing, syllabication, punctuation, etc . , o f tech nical o r unusual words or fore ign language m ate r ia l ; o r planning layout and typing of com plicated stat ist ica l tables to maintain uniformity and balance in spacing. May type routine fo rm le t te rs , vary ing details to suit c ircum stances.

Class B . P e r f o r m s one o r m ore of the fo l low ing : Copy typing f romrough or c lea r dra fts; o r routine typing o f fo rm s , insurance p o l ic ie s , etc.; o r setting up s im ple standard tabulations; o r copying m ore com plex tables a lready set up and spaced p roper ly .

F IL E C L E R K

F i le s , c la s s i f ie s , and r e t r ie v es m a te r ia l in an established fi l ing system. May p e r fo rm c le r ic a l and manual tasks requ ired to maintain f i le s . Pos it ions are c la ss i f ied into le v e ls on the basis of the fo llow ing definitions.

Class A. C lass i f ie s and indexes f i le m ate r ia l such as co r re sp on d ence, reports , techn ica l documents, etc . , in an established f i l ing system containing a number of va r ied subject m atter f i le s . May also f i le this m ate r ia l . May keep reco rds of var ious types in conjunction with the f i le s . May lead a small group of low er le v e l f i le c lerks .

FILE CLERK— Continued

Class B . Sorts, codes, and f i les unclassif ied m ate r ia l by s imple (subject m atter ) headings o r part ly c lass i f ied m a te r ia l by f iner subheadings. P rep a re s s imple rela ted index and c ro s s - r e fe r e n c e aids. As requested, locates c lea r ly identif ied m a te r ia l in f i le s and forw ards m ater ia l . May p e r fo rm related c le r ic a l tasks required to maintain and s e rv ic e f i les .

C lass C . P e r f o r m s routine f i l ing o f m a te r ia l that has already been c lass i f ied or which is eas i ly c lass i f ied in a s im ple s e r ia l c lass if icat ion system (e .g . , a lphabetical, chronolog ica l, or num erica l ) . As requested, locates readily availab le m a te r ia l in f i le s and fo rw ards m ater ia l ; and may f i l l out w ithdrawal charge. May p e r fo rm s im ple c le r ic a l and manual tasks required to maintain and s e rv ic e f i le s .

M ESSENGER

P e r fo r m s various routine duties such as running errands, operating m inor o f f ice machines such as sea le rs o r m a i le r s , opening and distributing m a il , and other m inor c le r ic a l work. Exclude positions that require operation o f a m oto r veh ic le as a s ignif icant duty.

SW ITC H B O A RD O P E R A T O R

Operates a telephone switchboard o r console used with a private branch exchange (P B X ) system to re lay incoming, outgoing, and intrasystem calls . May prov ide in form ation to c a l le rs , reco rd and transm it m essages , keep reco rd o f calls p laced and to l l charges. Bes ides operating a telephone switchboard o r console, may also type or p e r fo rm routine c le r ica l work (typing or routine c le r ic a l work may occupy the m a jo r portion o f the w o rk e r 's t im e , and is usually p e r fo rm ed while at the switchboard o r console). Chief or lead operators in establishments employing m ore than one operator are excluded. F o r an opera tor who also acts as a reception is t , see Switchboard O pera tor -Recep t ion is t .

SW ITC H B O A RD O P E R A T O R -R E C E P T IO N IS T

At a s ing le -pos it ion telephone switchboard o r console, acts both as an operator— see Switchboard Opera tor— and as a reception ist. Receptionist 's work invo lves such duties as g reet ing v is i to rs ; determ in ing nature of v is i to r 's business and providing appropriate in form ation; r e fe r r in g v is i to r to approp ria te person in the organization or contacting that person by telephone and arranging an appointment; keeping a log o f v is i to rs .

O RD ER C L E R K

Rece ives wr itten o r v e rb a l cus tom ers ' purchase o rd e rs fo r m ater ia l o r m erchandise f r o m custom ers o r sales people . W ork typ ica l ly invo lves some combination of the fo llow ing duties: Quoting p r ic e s ; determining a va i la b i l i ty of o rdered item s and suggesting substitutes when necessary ; advising expected d e l iv e ry date and method of d e l iv e ry ; record ing o rd e r and customer in form ation on o rd e r sheets; checking o rd e r sheets fo r accuracy and adequacy o f in form ation recorded ; ascerta in ing cred it rating of customer; furnishing custom er with acknowledgement o f rece ip t o f o rd e r ; fo l low ing-up to see that o rd e r is d e l iv e red by the spec if ied date o r to let customer know o f a delay in d e l iv e ry ; maintaining o rd e r f i le ; checking shipping invoice against o r ig ina l o rder .


ORDER CLERK— Continued

Exclude w o rkers paid on a com m iss ion basis o r whose duties include any o f the fo l low ing : Rece iv ing o rders fo r s e rv ic e s rather than fo r m ate r ia lo r m erchandise; provid ing customers with consultative advice using knowledge gained f ro m engineering o r extensive technica l tra in ing; emphasizing se ll ing sk il ls ; handling m ate r ia l o r m erchandise as an in tegra l part o f the job.

Pos it ions are c lass if ied into le v e ls according to the fo llowing de fin it ions :

Class A . Handles o rders that invo lve making judgments such as choosing which spec if ic product o r m a te r ia l f ro m the estab lishment's product l ines w i l l sa t is fy the custom er 's needs, o r determ ining the p r ic e to be quoted when p ric ing invo lves m ore than m e r e ly r e fe r r in g to a p r ice l is t o r making some s imple m athem atica l calculations.

Class B . Handles o rders involving item s which have readily ident i f ied uses and applications. May r e fe r to a catalog, m anufacturer 's manual, o r s im i la r document to insure that p roper i tem is supplied o r to v e r i f y p r ic e of o rd e red item.

A C C O U N T IN G C L E R K

P e r fo r m s one or m ore accounting c le r ic a l tasks such as posting to r eg is te rs and ledgers ; reconcil ing bank accounts; ve r i fy in g the internal cons is tency, com pleteness, and m athem atica l accuracy o f accounting documents; assigning p resc r ib ed accounting distribution codes; examining and ve r i fy in g fo r c l e r i c a l accuracy various types of r eports , l is ts , calculations, posting, etc.; o r p repar ing simple o r assisting in p repar ing m ore complicated journal vouchers . May work in e ither a manual o r automated accounting system.

The work requires a knowledge of c le r ic a l methods and o f f ice p rac t ices and procedures which rela tes to the c le r ic a l p rocess ing and r e cording o f transactions and accounting in formation. With exper ience , the w o rk e r typ ica l ly becomes fam i l ia r with the bookkeeping and accounting te rm s and procedures used in the assigned work , but is not required to have a knowledge o f the fo rm a l pr incip les o f bookkeeping and accounting.

Pos it ions are c lass if ied into le ve ls on the basis of the fo llowing de f in it ions .

Class A . Under genera l superv is ion , p e r fo rm s accounting c le r ic a l operations which requ ire the application o f experience and judgment, fo r exam ple , c le r ic a l ly p rocess ing complicated o r nonrepetit ive accounting t ra n s actions, se lect ing among a substantial v a r ie ty o f p resc r ib ed accounting codes and c lass i f ica t ions , o r trac ing transactions though prev ious accounting actions to de term ine source of d iscrepanc ies . M ay be ass isted by one o r m ore c lass B accounting c lerks.

C lass B . Under c lose superv is ion , fo l low ing detailed instructions and standard ized p rocedures , p e r fo rm s one o r m ore routine accounting c le r ic a l operations, such as posting to le d ge rs , cards, or worksheets where identif ication of i tem s and locations of postings are c le a r ly indicated; checking accuracy and com pleteness of standardized and repet it ive reco rds or accounting documents; and coding documents using a few p resc r ib ed accounting codes.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (with o r without a ty p ew r i te r k ey board ) to keep a r eco rd o f business transactions.

Class A . Keeps a set o f records requiring a knowledge of and experience in bas ic bookkeeping p r in c ip les , and fam i l ia r i ty with the structure o f the par t icu lar accounting system used. Determ ines p roper records and distribution o f debit and cred it i tem s to be used in each phase o f the work. May p repare consolidated reports , balance sheets, and other records by hand.

Class B . Keeps a r e co rd o f one o r m ore phases o r sections of a set o f reco rds usually requiring l i t t le knowledge o f basic bookkeeping. Phases o r sections include accounts payable, payro l l , cus tom ers ' accounts (not in cluding a s im ple type o f b i l l ing descr ibed under machine b i l l e r ) , cost d is tr ibution, expense distribution, inventory control, etc. May check o r assist in preparation o f t r ia l balances and prepare control sheets for the accounting department.

M AC H IN E B IL L E R

P re p a re s statements, b i l ls , and invo ices on a machine other than an ord inary o r e lec t rom at ic typew r i te r . M ay also keep records as to bil l ings o r shipping charges o r p e r fo rm other c le r ic a l work incidental to b il l ing operations. F o r wage study purposes , machine b i l l e rs are c lass if ied by type o f machine, as fo llows:

B il l in g-m ach ine b i l l e r . Uses a spec ia l b il l ing machine (combination typing and adding machine) to p repare b i l ls and invoices f rom custom ers ' purchase o rd e rs , in terna lly p repared o rd e rs , shipping memorandums, etc. Usually invo lves application of p redeterm ined discounts and shipping charges and entry of necessa ry extensions, which may o r may not be computed on the b i l l ing machine, and totals which are automatically accumulated by machine. The operation usually invo lves a la rge number o f carbon copies of the b i l l being prepared and is often done on a fanfold machine.

Bookkeeping-m achine b i l l e r . Uses a bookkeeping machine (with or without a ty p ew r i te r keyboard ) to p repare custom ers ' b i l ls as part of the accounts rece ivab le operation. Genera lly invo lves the simultaneous entry of f igures on cus tom ers ' ledger reco rd . The machine automatically accumulates f igures on a number of v e r t ic a l columns and computes and usually prints automatically the debit o r cred it balances. Does not invo lve a knowledge o f bookkeeping. W orks f r o m uniform and standard types o f sales and cred it s lips.

P A Y R O L L C L E R K

P e r fo r m s the c le r ic a l tasks necessa ry to p rocess payro l ls and to maintain pay ro l l r eco rds . W ork invo lves most o f the fo l low ing : P ro cess in gw o rk e rs ' t im e o r production reco rds ; adjusting w o rk e rs ' records fo r changes in wage ra tes , supplementary benefits , o r tax deductions; edit ing payro l l listings against source reco rds ; trac ing and correc t ing e r r o r s in list ings; and assisting in preparation of pe r iod ic sum mary p ay ro l l reports . In a non- automated payro l l system , computes wages. W ork m ay require a p ract ica l knowledge o f governm enta l regulat ions, company payro l l po l icy , or the computer system fo r p rocess ing payro l ls .


K E Y P U N C H O P E R A T O R

Operates a keypunch machine to reco rd or v e r i f y alphabetic and/or numeric data on tabulating cards or on tape.

Pos it ions are c lass i f ied fnto le ve ls on the basis o f the fo llowing definitions.

Class A . W ork requ ires the application of experience and judgment in se lecting procedures to be fo l lowed and in search ing fo r , in terpreting, se lect ing, o r coding item s to be keypunched f ro m a va r ie ty of source documents. On occas ion m ay also p e r fo rm some routine keypunch work. May tra in inexperienced keypunch operators .

Class B . W ork is routine and repetit ive . Under c lose supervis ion or following spec if ic procedures o r instructions, works f rom various standard ized source documents which have been coded, and fo l lows spec if ied p rocedures which have been p resc r ib ed in detail and require l i tt le o r no se lect ing, coding, o r in terpret ing o f data to be recorded. R e fe rs to sup e rv is o r prob lem s ar is ing f r o m erroneous items o r codes o r m iss ing information.

T A B U L A T IN G -M A C H IN E O P E R A T O R

Operates one o r a v a r ie ty o f machines such as the tabulator, c a l culator, co l la tor , in te rp re te r , s o r te r , reproducing punch, etc. Excluded

T A B U L A T IN G -M A C H IN E O P E R A T O R — Continued

fro m this definition are working superv isors . A lso excluded are operators of e lec tron ic digita l computers, even though they m ay also operate e le c t r ic accounting machine equipment.

Pos it ions are c lass i f ied into le ve ls on the basis of the following defin it ions.

Class A . P e r fo r m s complete reporting and tabulating assignments including devis ing difficult control panel w ir ing under genera l supervision. Assignments typ ica l ly invo lve a va r ie ty o f long and com plex reports which often are i r r e g u la r o r nonrecurr ing , requiring some planning of the nature and sequencing of operations, and the use o f a v a r ie ty of machines. Is typ ica l ly invo lved in tra in ing new operators in machine operations o r training low er le v e l operators in w ir ing f ro m d iagram s and in the operating sequences o f long and com plex reports . Does not include positions in which w ir ing respons ib i l i ty is l im ited to se lection and insert ion of p rew ired boards.

Class B . P e r fo r m s work according to established procedures and under spec if ic instructions. Assignments typ ica l ly invo lve complete but routine and recu rr ing reports o r parts of l a r g e r and m ore complex reports . Operates m ore difficult tabulating o r e le c t r ic a l accounting machines such as the tabulator and calculator, in addition to the s im p le r machines used by class C opera tors . May be requ ired to do some w ir ing f ro m d iagrams. May tra in new em ployees in basic machine operations.

Class C . Under spec if ic instructions , operates s im ple tabulating or e le c t r ic a l accounting machines such as the so r te r , in te rp re te r , reproducing punch, co l la tor , etc. Assignments typ ica l ly invo lve portions of a work unit, fo r exam ple, individual sorting o r collating runs, o r repe t it ive operations. May p e r fo rm s imple w ir ing f ro m d iagram s, and do some f i l ing work.

PROFESSIONAL AND TECHNICALC O M P U T E R SYSTEM S A N A L Y S T , BUSINESS

Analyzes business prob lem s to formulate procedures fo r solving them by use of e lec tron ic data p rocess ing equipment. Develops a complete descr iption of all specif ications needed to enable p ro g ra m m ers to p repare required digita l computer p rog ram s . W ork invo lves m ost o f the fo l low ing : Analyzes sub ject-m atter operations to be automated and identif ies conditions and c r i t e r ia requ ired to achieve sa t is fac tory results; specif ies number and types of reco rds , f i l e s , and documents to be used; outlines actions to be p e r fo rm ed by personnel and computers in sufficient detail fo r presentation to management and fo r p rogram m in g (typ ica l ly this invo lves preparation of work and data f low charts); coordinates the development o f test prob lem s and partic ipates in t r ia l runs of new and rev ised system s; and recommends equipment changes to obtain m ore e f fec t ive o v e ra l l operations. (NOTE: W orkers p e r fo rm ing both system s analysis and p rogram m ing should be c la s s i f ied as system s analysts i f this is the sk il l used to determ ine th e ir pay.)

Does not include employees p r im a r i ly responsible for the m anagement o r superv is ion o f other e lec tron ic data process ing em ployees , or systems analysts p r im a r i ly concerned with sc ien ti f ic o r engineering p ro b lem s .

C O M P U T E R SYSTEM S A N A L Y S T , BUSINESS— Continued

F o r wage study purposes, system s analysts are c lass if ied as fo llows:

Class A. W orks independently o r under only genera l d irection on com plex prob lem s involving all phases o f sys tem analysis. P rob lem s are com plex because of d iverse sources of input data and m ultip le -use r eq u ire ments of output data. (F o r exam ple, develops an integrated production scheduling, inventory contro l, cost analys is , and sales analysis reco rd in which e v e ry i tem of each type is automatically p ro cessed through the full sys tem o f records and appropriate followup actions are init iated by the com puter.) Confers with persons concerned to determ ine the data process ing p rob lem s and advises sub ject -m atter personnel on the im plicat ions of new or rev is ed systems o f data p rocess ing operations. Makes recommendations, i f needed, fo r approval o f m a jo r system s insta llations o r changes and for obtaining equipment.

May prov ide functional d irect ion to low er l e v e l systems analysts who are assigned to assist.

C lass B. W orks independently o r under only genera l d irect ion on p rob lem s that are re la t iv e ly uncomplicated to analyze, plan, p rogram , and operate . P ro b lem s are o f l im ited com plex ity because sources of input data are homogeneous and the output data are c lose ly related. (F o r example,


COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

develops system s fo r maintaining depos itor accounts in a bank, maintaining accounts rece ivab le in a re ta i l establishment, o r maintaining inventory accounts in a manufacturing o r wholesa le establishment.) Confers with persons concerned to determ ine the data p rocess ing prob lem s and advises sub ject-m atter personnel on the implicat ions o f the data p rocess ing systems to be applied.

OR

W orks on a segment o f a com plex data p rocess ing scheme o r system , as descr ibed fo r c lass A. Works independently on routine assignments and r ece iv es instruction and guidance on com plex assignments. W ork is rev iew ed fo r accuracy o f judgment, compliance with instructions, and to insure p ro p er a lignment with the o v e ra l l system.

Class C . Works under im mediate superv is ion , carry ing out analyses as assigned, usually o f a s ingle activ ity . Assignments are designed to develop and expand p ra c t ica l experience in the application o f procedures and skills requ ired fo r system s analysis work. F o r exam ple , m ay assist a h igher le v e l system s analyst by preparing the detailed specif ications requ ired by p r o g ra m m ers f r o m in form ation developed by the higher le v e l analyst.

C O M P U T E R P R O G R A M M E R , BUSINESS

Converts statements o f business p rob lem s , typ ica l ly p repared by a system s analyst, into a sequence of detailed instructions which are r e qu ired to so lve the prob lem s by automatic data p rocess ing equipment. Work ing f r o m charts o r d iagram s, the p ro g ra m m er develops the p r e c ise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve des ired results. W ork invo lves m ost o f the fo l low ing : Applies knowledge of computer capab i l i t i e s , m athem atics , log ic employed by computers, and part icu lar subjec t m a tte r invo lved to analyze charts and d iagram s of the p rob lem to be p rogram m ed ; develops sequence o f p ro g ra m steps; w r ites detailed f low charts to show o rd e r in which data w i l l be processed ; converts these charts to coded instructions fo r machine to fo l low ; tests and co r rec ts p rog ram s ; p repares instructions fo r operating personnel during production run; ana lyzes , rev iew s , and a lters p rogram s to increase operating e f f i c iency o r adapt to new requirem ents; maintains records o f p ro g ra m de ve lopm ent and rev is ions . (NOTE : W orkers p e r fo rm ing both system s analys is and p rogram m in g should be c lass i f ied as system s analysts i f this is the sk il l used to determ ine their pay.)

Does not include employees p r im a r i ly responsible fo r the management o r superv is ion of other e lec tron ic data p rocess ing em ployees , o r p ro g ra m m e rs p r im a r i ly concerned with sc ien ti f ic and/or engineering prob lem s.

F o r wage study purposes, p ro g ra m m ers are c lass i f ied as fo llows:

Class A . Works independently o r under only genera l d irection on com plex prob lem s which requ ire competence in all phases of p r o gram m ing concepts and pract ices . Working f r o m d iagram s and charts which identify the nature of des ired resu lts, m a jo r process ing steps to be accom plished, and the relationships between various steps o f the p rob lem solv ing routine; plans the full range o f p rogram m in g actions needed to e f f ic ien t ly util ize the computer system in achieving desired end products.

COMPUTER PROGRAMMER, BUSINESS— Continued

At this le v e l , p rogram m in g is difficult because computer equipment must be organ ized to produce s e ve ra l in terre la ted but d iverse p ro ducts f r o m numerous and d iverse data e lem ents. A wide va r ie ty and e x tens ive number o f internal p rocess ing actions must occur. This requires such actions as development o f common operations which can be r e used, establishment of linkage points between operations, adjustments to data when p ro g ra m requirem ents exceed computer s torage capacity, and substantial manipulation and resequencing o f data elements to fo rm a highly in tegrated p rogram .

May prov ide functional d irect ion to low er le v e l p ro g ram m ers who are assigned to ass ist.

Class B . Works independently o r under only genera l d irection on re la t iv e ly s imple p rog ram s , o r on s im ple segments o f complex program s. P ro g ra m s (or segm ents ) usually p rocess in form ation to produce data in two o r th ree va r ied sequences o r form ats . Reports and listings are produced by refin ing, adapting, array ing , o r making m inor additions to o r deletions f rom input data which are read i ly ava ilab le . While numerous records m ay be p rocessed , the data have been ref ined in p r io r actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typ ica l ly , the p ro g ra m deals with routine recordkeep ing operations.

OR

W orks on com plex p rogram s (as descr ibed fo r class A ) under c lose d irect ion o f a h igher le v e l p ro g ra m m er o r superv isor . May assist h igher le v e l p ro g ra m m e r by independently p e r fo rm ing less d ifficult tasks assigned, and p e r fo rm in g m ore d ifficu lt tasks under fa i r ly c lose direction.

May guide o r instruct low er le v e l p ro g ra m m ers .

Class C . Makes p rac t ica l applications of p rogram m ing pract ices and concepts usually learned in fo rm a l tra ining courses. Assignments are designed to develop competence in the application o f standard p r o cedures to routine prob lem s. R ece iv es c lose superv is ion on new aspects o f assignments; and work is rev iew ed to v e r i f y its accuracy and conformance with requ ired procedures .

C O M P U T E R O P E R A T O R

M onitors and operates the control console of a digita l computer to p rocess data accord ing to operating instructions, usually p repared by a p ro g ra m m er . W ork includes most o f the fo l low ing : Studies instructions todeterm ine equipment setup and operations; loads equipment with required items (tape ree ls , cards, etc.) ; switches necessa ry aux il iary equipment into c ircu it , and starts and operates computer; makes adjustments to computer to c o r re c t operating prob lem s and m eet specia l conditions; rev iews e r r o r s made during operation and determ ines cause o r r e fe r s p rob lem to superv is o r o r p ro g ra m m er ; and maintains operating records . May test and assist in co r rec t in g p rogram .

F o r wage study purposes, computer operators are c lass i f ied asfo llows:

Class A . Operates independently, o r under only genera l d irect ion , a computer running p rogram s with m ost o f the fo l low ing charac ter ist ics : Newprogram s are frequently tes ted and introduced; scheduling requirements are


COMPUTER OPERATOR— Continued

o f c r i t ica l im portance to m in im ize downtime; the p rogram s are of complex design so that identif ication of e r r o r source often requ ires a work ing knowledge o f the total p rog ram , and alternate p rogram s may not be available. May g ive d irect ion and guidance to low er le v e l opera tors .

Class B . Operates independently, o r under only genera l d irect ion , a computer running p rogram s with most of the fo llow ing charac ter is t ics ; Most o f the p rogram s are established production runs, typ ica l ly run on a regu lar ly recu rr ing basis ; there is litt le o r no testing of new program s required; alternate p rogram s are p rov ided in case o r ig ina l p ro g ra m needs m a jo r change o r cannot be co r re c ted within a reasonably short t im e . In common e r r o r situations, diagnoses cause and takes c o r re c t iv e action. This usually in vo lves applying p rev iou s ly p rog ram m ed co r re c t iv e steps, o r using standard correc t ion techniques.

OR

Operates under d irec t superv is ion a computer running p rogram s or segments of p rogram s with the charac ter is t ics descr ibed fo r class A. May ass is t a h igher le v e l opera tor by independently p e r fo rm ing less difficult tasks assigned, and p e r fo rm in g d ifficult tasks fo l low ing detailed instructions and with frequent r ev iew o f operations per fo rm ed .

Class C . Works on routine p rogram s under c lose supervis ion. Is expected to develop work ing knowledge of the computer equipment used and abil ity to detect p rob lem s invo lved in running routine p rogram s . Usually has rece iv ed some fo rm a l tra in ing in computer operation. May ass is t h igher le v e l opera tor on com plex p rogram s .

D R A F T E R

Class A . P lans the graphic presentation o f complex item s having d istinctive design features that d i f fe r s ign if icantly f r o m established drafting precedents. W orks in c lose support with the design o r ig ina to r , and may recom m end m inor design changes. Ana lyzes the e f fec t o f each change on the details o f fo rm , function, and posit ional relationships of components and parts. Works with a m in im um of superv isory assistance. Completed work is rev iew ed by design or ig in a to r fo r consistency with p r io r engineering determ inations. M ay e ither p repare drawings o r d irec t their preparation by low er le v e l d ra fters .

C lass B . P e r fo r m s nonroutine and com plex draft ing assignments that requ ire the application of m ost of the standardized drawing techniques regu la r ly used. Duties typ ica l ly invo lve such work as: P rep a re s workingdrawings of subassemblies with i r re g u la r shapes, multiple functions, and p rec is e posit ional relationships between components; prepares arch itectura l drawings fo r construction o f a building including detail drawings of foundations, w a ll sect ions, f lo o r plans, and roof. Uses accepted formulas and manuals in making necessa ry computations t o determ ine quantities of

DRAFTER— Continued

m ater ia ls to be used, load capacit ies , strengths, s tresses , etc. R ece ives in it ia l instructions, requ irem ents , and advice f r o m superv isor. Completed work is checked fo r techn ica l adequacy.

Class C . P rep a re s detail drawings of s ingle units or parts fo r engineering, construction, manufacturing, o r repa ir purposes. Types of drawings prepared include is o m e tr ic pro ject ions (depicting three dimensions in accurate sca le ) and sect ional v iews to c la r i fy positioning of components and convey needed information. Consolidates details f ro m a number of sources and adjusts o r transposes scale as required. Suggested methods of approach, applicable precedents , and advice on source m ater ia ls are given with in it ia l assignments. Instructions are less complete when assignments recur. W ork m ay be spot-checked during p ro gress .

D R A F T E R - T R A C E R

Copies plans and drawings prepared by others by placing tracing cloth or paper o ve r drawings and trac ing with pen o r pencil. (Does not include trac ing l im ited to plans p r im a r i ly consisting of straight l ines and a la rge sca le not requiring close delineation.)

AND/OR

P re p a re s s im ple o r repetit ive drawings o f eas i ly v isua lized items. W ork is c lose ly superv ised during p ro gress .

E LE C T R O N IC S T E C H N IC IA N

W orks on var ious types o f e lec t ron ic equipment and related devices by pe r fo rm in g one o r a combination of the fo llow ing: Installing, maintaining,repa ir ing , overhauling, troubleshooting, m od ify ing , constructing, and testing. W ork requ ires p rac t ica l application o f techn ica l knowledge of e lectron ics p r in c ip les , abil ity to determ ine malfunctions, and sk il l to put equipment in requ ired operating condition..

The equipment— consisting of e i ther many d if ferent kinds o f c ircuits o r multip le repetit ion o f the same kind o f c ircu it— includes, but is not l im ited to, the fo llowing: (a) E lec t ron ic transm itting and rece iv ing equipment (e .g . ,radar, radio, te lev is ion , te lephone, sonar, navigational aids), (b) d igital and analog computers, and (c) industr ia l and m ed ica l measuring and contro l l in g equipment.

This c lass i f ica t ion excludes r ep a ir e rs o f such standard e lec tron ic equipment as common o f f ic e machines and household radio and te lev is ion sets; production assem b le rs and te s te rs ; w o rk e rs whose p r im ary duty is s e rv ic ing e lec t ron ic tes t instruments; technicians who have administrative o r superv isory respons ib i l i ty ; and d ra fte rs , d es igners , and pro fess iona l enginee r s .

Pos it ions are c la ss i f ied into le v e ls on the basis of the fo llow ing defin it ions .

Class A . App lies advanced techn ica l knowledge to solve unusually com plex prob lem s ( i .e . , those that typ ica l ly cannot be solved so le ly by re fe ren ce to m anufacturers ' manuals o r s im i la r documents) in working on


ELECTRONICS TECHNICIAN— Continued ELECTRONICS TECHNICIAN— Continued

e lectron ic equipment. Examples of such prob lem s include location and density o f c ircu it ry , e lec trom agnet ic radiation, isolat ing malfunctions, and frequent engineering changes. W ork involves: A detailed understanding ofthe in terrela tionsh ips of circuits.; e xe rc is in g independent judgment in p e r form ing such tasks as making c ircuit analyses, calculating wave fo rm s , trac ing relationships in s ignal f low; and regu la r ly using complex test in struments (e .g . , dual trace osc i l loscopes , Q -m e te r s , deviation m eters , pulse genera tors ) .

W ork m ay be rev iewed by superv isor ( frequently an engineer or des igner ) fo r genera l compliance with accepted pract ices . May provide techn ica l guidance to low er le v e l technicians.

Class B . Applies com prehensive technica l knowledge to solve com plex prob lem s ( i .e . , those that typ ica l ly can be solved so le ly by p roper ly in terpret ing m anufacturers ' manuals o r s im i la r documents) in working on e lec tron ic equipment. Work involves: A fam i l ia r i ty with the in ter re la t ion ships o f c ircu its; and judgment in determining work sequence and in se lecting tools and testing instruments, usually less com plex than those used by the class A technician.

Rece ives technica l guidance, as required, f r o m superv isor o r h igher le v e l technician, and work is rev iewed fo r spec i f ic compliance with accepted prac t ices and work assignments. May prov ide technica l guidance to low er le v e l technicians.

M A IN T E N A N C E C A R P E N T E R

P e r fo r m s the carpentry duties n ecessa ry to construct and maintain in good repa ir building woodwork and equipment such as bins, cr ibs , counters, benches, partit ions, doors, f lo o rs , s ta irs , casings, and t r im made of wood in an establishment. W ork involves most of the fo l low ing : Planning andlaying out of work f ro m blueprints, drawings, m ode ls , or ve rba l instructions; using a v a r ie ty o f carpenter 's handtools, portable power too ls , and standard m easuring instruments; making standard shop computations relating to d imensions of work; and selecting m ater ia ls necessa ry fo r the work. In genera l, the work of the maintenance carpenter requires rounded training and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra in ing and experience .

M A IN T E N A N C E E L E C T R IC IA N

P e r fo r m s a va r ie ty of e le c t r ic a l trade functions such as the in stallation, maintenance, o r repa ir o f equipment fo r the generation, d is t r i bution, o r utilization of e le c t r ic energy in an establishment. W ork involves most o f the fo l low ing : Installing or repair ing any of a va r ie ty of e le c t r ic a lequipment such as generators , t ra n s fo rm ers , switchboards, con tro l le rs , c ircu it b reake rs , m oto rs , heating units, conduit system s, o r other t ra n s m iss ion equipment; working f r o m blueprints, drawings, layouts, o r other specif icat ions; locating and diagnosing trouble in the e le c t r ic a l system or equipment; work ing standard computations relating to load requirem ents of

Class C . Applies working technica l knowledge to p e r fo rm s imple or routine tasks in working on e lec tron ic equipment, following detailed in structions which cove r v ir tua l ly all procedures . W ork typ ica l ly invo lves such tasks as: Ass is t ing higher le v e l technicians by pe r fo rm ing such activ it ies asrep lacing components, w ir ing c ircu its, and taking test readings; repair ing s imple e lec tron ic equipment; and using tools and common test instruments (e .g . , m u lt im eters , audio signal generators , tube te s te rs , o sc i l loscopes ) . Is not requ ired to be fam i l ia r with the interrelationships of c ircu its. This knowledge, how ever , m ay be acquired through assignments designed to in crease competence (including c lass room train ing) so that w o rker can advance to higher le v e l technician.

R ece ives techn ica l guidance, as required, f r o m superv isor or higher le v e l technician. W ork is typ ica l ly spot checked, but is given detailed rev iew when new o r advanced assignments are involved.

R E G ISTERED IN D U S T R IA L NURSE

A reg is te red nurse who g ives nursing s e rv ic e under genera l m ed ica l d irect ion to i l l o r injured em ployees o r other persons who becom e i l l o r su ffer an accident on the p rem ises o f a fac tory o r other establishment. Duties invo lve a combination of the fo l low ing : Giving f i rs t aid to the i l l o rinjured; attending to subsequent d ress ing of em p loyees ' in juries ; keeping records o f patients treated; prepar ing accident reports fo r compensation or other purposes; assisting in physica l examinations and health evaluations of applicants and em ployees ; and planning and carry ing out program s involving health education, accident prevention, evaluation of plant environment, o r other act iv it ies affecting the health, w e l fa r e , and safety of all personnel. Nursing superv isors o r head nurses in establishments employing m ore than one nurse are excluded.

w ir ing o r e le c t r ic a l equipment; and using a va r ie ty of e lec t r ic ian 's handtools and m easuring and testing instruments. In genera l, the work o f the m a in tenance e lec t r ic ian requ ires rounded training and experience usually acquiiod through a fo rm a l apprenticeship o r equivalent training and experience.

M A IN T E N A N C E P A IN T E R

Paints and redecorates w a l ls , woodwork, and fixtures of an establishment. W ork involves the fo l low ing : Knowledge of surface pecu liar it iesand types o f paint requ ired fo r d ifferent applications; preparing surface for painting by rem oving old f inish o r by placing putty o r f i l l e r in nail holes and in ters t ices ; and applying paint with spray gun o r brush. May m ix co lo rs , o i ls , white lead, and other paint ingredients to obtain proper co lo r o r consistency. In genera l, the work of the maintenance painter requires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent tra ining and experience .

M A IN T E N A N C E M AC HIN IST

Produces rep lacement parts and new parts in making repairs of m eta l parts o f m echanica l equipment operated in an establishment. W ork in vo lves m ost o f the fo l low ing : Interpreting wr itten instructions and sp ec i f ic a tions; pieinning and laying out of work; using a va r ie ty of m achinist 's handtools

MAINTENANCE, TOOLROOM, AND POWERPLANTM A IN T E N A N C E E L E C T R IC IA N — Continued


and p rec is ion m easuring instruments; setting up and operating standard machine tools ; shaping o f m eta l parts to c lose to lerances ; making standard shop computations relating to dimensions of work, tooling, feeds, ana speeds o f machining; knowledge o f the working p roper t ies o f the common m eta ls ; se lect ing standard m a te r ia ls , parts , and equipment requ ired fo r this work; and fitting and assembling parts into mechanica l equipment. In genera l, the m achin ist 's work norm ally requ ires a rounded train ing in machine-shop pract ice usually acquired through a fo rm a l apprenticeship o r equivalent tra in ing and experience .

MAINTENANCE MACHINIST— Continued

M A IN T E N A N C E M E C H AN IC (M A C H IN E R Y )

Repa irs m ach inery o r mechanica l equipment of an establishment. W ork involves most of the fo l low ing : Examining machines and mechanicalequipment to diagnose source o f trouble; dismantling o r par t ly dismantling machines and p e r fo rm in g repa irs that m ain ly invo lve the use o f handtools in scraping and fitting parts ; rep lac ing broken or de fect ive parts with items obtained f ro m stock; o rder in g the production o f a rep lacement part by a machine shop o r sending the machine to a machine shop fo r m a jo r repa irs ; p repar ing w r itten specif icat ions fo r m a jo r repa irs o r fo r the production of parts o rde red f ro m machine shops; reassem bling machines; and making all n ecessa ry adjustments fo r operation. In genera l, the work o f a m ach inery maintenance mechanic requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra in ing and e x perience . Excluded f ro m this c lass if ica t ion are w orkers whose p r im a ry duties invo lve setting up o r adjusting machines.

M A IN T E N A N C E M E C H A N IC (M O TO R V E H IC L E )

Repa irs autom obiles, buses, m otortrucks, and trac tors o f am establishment. W ork invo lves m ost of the fo l low ing : Examining automotiveequipment to d iagnose source o f trouble; d isassem bling equipment and p e r form ing repa irs that invo lve the use of such handtools as wrenches , gauges, d r i l ls , o r sp ec ia l iz ed equipment in d isassem bling o r fitting parts; rep lacing broken or de fec t ive parts f r o m stock; grinding and adjusting va lves ; r e assembling and insta ll ing the var ious assem blies in the veh ic le and making necessa ry adjustments; and aligning w hee ls , adjusting brakes and lights, o r tightening body bolts. In genera l, the work of the m oto r veh ic le maintenance mechanic requ ires rounded train ing and experience usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

This c lass i f ica t ion does not include mechanics who repa ir custom ers ' veh ic les in automobile repa ir shops.

M A IN T E N A N C E P IP E F I T T E R

Installs o r repa irs w ater , steam, gas, o r other types o f pipe and pipefitt ings in an establishment. W ork invo lves m ost o f the fo llow ing: Layingout work and m easuring to locate position of pipe f r o m drawings o r other written spec if icat ions ; cutting various s izes of pipe to co r re c t lengths with chisel and ham m er o r oxyacety lene to rch o r p ipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven o r pow er -d r iv en machines; assem bling pipe with couplings and fastening pipe to hangers; making standard shop computations rela ting to p ressu res , f low , and s ize of pipe required; and making standard tests to determ ine whether f inished pipes

MAINTENANCE PIPEFITTER— Continued

m eet specif ications. In genera l, the w ork o f the maintenance p ipef itter requ ires rounded train ing and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra ining and experience . Workers p r im a r i ly engaged in insta ll ing and repa ir ing building sanitation or heating systems are excluded.

M A IN T E N A N C E S H E E T - M E T A L W O R K E R

F abr ica tes , insta l ls , and maintains in good repa ir the sheet-m eta l equipment and f ixtures (such as machine guards, g rease pans, shelves, lo ck e rs , tanks, ven t i la to rs , chutes, ducts, m eta l roo f ing ) o f an establishment. W ork invo lves m ost of the fo l low ing : P lanning and laying out all types ofshee t-m eta l maintenance work f ro m blueprints, m ode ls , o r other spec i f ica tions; setting up and operating a ll ava ilab le types of sheet-m eta l working machines; using a v a r ie ty o f handtools in cutting, bending, form ing, shaping, f itting, and assembling; and insta ll ing shee t-m eta l a r t ic les as required. Tp genera l , the work o f the maintenance sh ee t-m eta l w o rk e r requires rounder) tra in ing and exper ience usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience .

M IL L W R IG H T

Installs new machines o r heavy equipment, and dismantles and installs machines o r heavy equipment when changes in the plant layout are required. W ork invo lves m ost of the fo l low ing : P lanning and laying out work;in terpret ing blueprints o r other spec if ica t ions ; using a v a r ie ty o f handtools and r igg ing; making standard shop computations rela ting to s tresses , strength o f m a te r ia ls , and centers o f g rav ity ; aligning and balancing equipment; se lect ing standard too ls , equipment, and parts to be used; and installing and maintaining in good o rd e r pow er t ransm iss ion equipment such as dr ives and speed reducers. In genera l, the m i l lw r ig h t 's w ork norm ally requ ires a rounded tra in ing and experience in the trade acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

M A IN T E N A N C E TR AD E S H E L P E R

A ss is ts one o r m o re w o rkers in-the sk il led maintenance trades, by p e r fo rm in g spec i f ic o r gen era l duties o f l e s s e r sk il l , such as keeping a w o rk e r supplied with m a te r ia ls and too ls ; c leaning working area, machine, and equipment; ass isting journeyman by holding m ate r ia ls o r tools ; and pe r fo rm in g other unskilled tasks as d irec ted by journeyman. The kind of w ork the he lper is perm itted to p e r fo r m va r ie s f r o m trade to trade: In some trades the he lper is confined to supplying, l i f t ing , and holding m ater ia ls and too ls , and cleaning work ing areas ; and in others he is perm itted to p e r fo r m spec ia l iz ed machine operations, o r parts of a trade that are also p e r fo rm ed by w o rk e rs on a fu l l - t im e basis .

M A C H IN E -T O O L O P E R A T O R (T O O L R O O M )

Spec ia l izes in operating one o r m ore than one type o f machine too l (e .g . , j ig b o r e r , grinding machine, engine lathe, m il l ing machine) to machine m eta l fo r use in making o r maintaining j ig s , f ix tu res , cutting too ls , gauges, o r m eta l dies o r molds used in shaping o r form ing m eta l o r nonm eta ll ic m a te r ia l (e .g . , p las t ic , p las te r , rubber, g lass ) . W ork typ ica l ly in vo lv e s : Planning and p e r fo rm in g difficult machining operations whichrequ ire com plicated setups o r a high degree o f accuracy; setting up machine


too l o r tools (e .g . , insta ll cutting tools and adjust guides, stops, working tab les, and other controls to handle the s ize of stock to be machined; determ ine p roper feeds , speeds, tooling, and operation sequence o r se lect those p resc r ib ed in drawings, b lueprints, or layouts); using a va r ie ty of p rec is ion m easuring instruments; making n ecessa ry adjustments during machining operation to achieve requisite dimensions to v e ry c lose to lerances . May be requ ired to se lect p roper coolants and cutting and lubricating o i ls , to recogn ize when tools need dress ing , and to dress tools. In genera l, the work o f a m ach ine-too l operator ( too lroom ) at the sk il l le v e l called fo r in this c lass i f ica t ion requires extensive knowledge of machine-shop and to o l room p ract ice usually acquired through considerable on-the-job tra ining and experience .

F o r c ross- industry wage study purposes, this c lass if ica t ion does not include m ach ine-too l operators ( too lroom ) em ployed in tool and die jobbing shops.

MACHINE-TOOL OPERATOR (TOOLROOM)— Continued

T O O L AND DIE M A K E R

Constructs and repa irs j ig s , f ix tu res , cutting too ls , gauges, or m eta l dies o r molds used in shaping or fo rm ing m eta l o r nonmetall ic m a te r ia l (e .g . , p last ic , p las ter , rubber, g lass ). W ork typ ica l ly in vo lve s : P lanning and laying out work according to m ode ls , b lueprints, drawings, or other w r itten o r o ra l specif ications; understanding the working p roper t ies of common m eta ls and alloys; se lecting appropriate m ate r ia ls , too ls , and p ro c es s e s requ ired to complete task; making n ecessa ry shop computations; setting up and operating various machine tools and related equipment; using var ious too l and die m aker 's handtools and p rec is ion measuring instruments;

work ing to v e r y c lose to lerances ; heat-treat ing m eta l parts and finished tools and dies to achieve requ ired qualit ies; fitting and assembling parts to p r e scr ibed to lerances and allowances. In genera l, the too l and die m aker 's work requ ires rounded training in machine-shop and too lroom pract ice usually acquired through fo rm a l apprenticeship o r equivalent tra ining and experience .

F o r c ross- in dus try wage study purposes, this c lass if ica t ion does not include too l and die m akers who (1) are employed in too l and die jobbing shops o r (2) produce forg ing dies (die s inkers).

S T A T IO N A R Y ENG IN EE R

Operates and maintains and m ay also superv ise the operation of stationary engines and equipment (mechanical o r e le c t r ic a l ) to supply the establishment in which employed with power, heat, re fr ige ra t ion , o r a ir - conditioning. W ork invo lves: Operating and maintaining equipment such assteam engines, a ir c om p resso rs , genera tors , m oto rs , turbines, ventilating and re fr ige ra t in g equipment, steam bo i le rs and b o i le r - fe d w ater pumps; making equipment repa irs ; and keeping a reco rd of operation of m achinery, tem pera ture , and fuel consumption. May also superv ise these operations. Head o r chief engineers in establishments employing m ore than one engineer are exc luded.

B O IL E R T E N D E R

F ir e s stationary bo i le rs to furnish the establishment in which e m ployed with heat, pow er , o r steam. Feeds fuels to f i r e by hand o r operates a m echanica l stoker, gas, or o i l burner; and checks w ater and safety va lves . May clean, o i l , o r assist in repair ing b o i le r ro om equipment.

TOOL AND DIE MAKER— Continued

MATERIAL MOVEMENT AND CUSTODIALT R U C K D R IV E R

D rives a truck within a city o r industr ia l a rea to transport m a te r ia ls , m erchand ise , equipment, or w orkers between various types o f establishments such as: Manufacturing plants, fre ight depots, warehouses, wholesa le andreta i l estab lishments, o r between reta i l establishments and customers* houses o r p laces o f business. May also load o r unload truck with o r without he lp e rs , make m inor mechanical repa irs , and keep truck in good working o rd e r . S a les -rou te and ov e r - th e - ro a d d r iv e rs are exc luded.

F o r wage study purposes, t ruckdr ive rs are c lass if ied by s ize and type o f equipment, as fo llows: ( T r a c t o r - t r a i l e r should be rated on the basisof t r a i l e r capacity.)

T ru ck d r iv e r , light truck (under IV2 tons)T ru ck d r iv e r , medium truck ( 1 V2 to and including 4 tons)T ru ck d r iv e r , heavy truck ( t r a i le r ) (o ve r 4 tons)T ru ck d r iv e r , heavy truck (other than t r a i l e r ) (o v e r 4 tons)

S H IPP IN G AND R E C E IV IN G C L E R K

P rep a re s m erchandise fo r shipment, o r rece iv es and is responsible fo r incoming shipments of merchandise o r other m ate r ia ls . Shipping work

SH IPP IN G AND R E C E IV IN G C L E R K — Continued

in vo lves : A knowledge of shipping procedures , p rac t ices , routes, availablemeans o f transportat ion, and rates; and prepar ing records o f the goods shipped, making up b il ls o f lading, posting weight and shipping charges, and keeping a f i le o f shipping reco rds . May d irect o r assist in p repar ing the m erchandise fo r shipment. Rece iv ing work in vo lve s : V e r i fy in g o r d irect ingothers in ve r i fy in g th e ’ correc tness of shipments against b il ls o f lading, in vo ic e s , o r other reco rds ; checking fo r shortages and rejec t ing damaged goods; routing m erchandise o r m ate r ia ls to p roper departments; and maintaining n ecessa ry reco rds and files.

F o r wage study purposes, w o rkers are c lass i f ied as fo llows:

Shipping c lerkR ece iv ing c lerkShipping and rece iv ing c lerk

W ARE H O U S E M A N

As d irec ted , p e r fo rm s a v a r ie ty o f warehousing duties which require an understanding o f the estab lishm ent 's storage plan. W ork invo lves m ost


WAREHOUSEMAN— Continued

of the fo l low ing : V e r i fy in g m ate r ia ls (or m erchandise ) against rece iv ingdocuments, noting and reporting d iscrepanc ies and obvious damages; routing m ater ia ls to p resc r ib ed storage locations; storing, stacking, o r pa lletiz ing m ater ia ls in accordance with p re s c r ib ed storage methods; rearrang ing and taking inventory of stored m a te r ia ls ; examining stored m ater ia ls and r e porting deter iorat ion and damag'e; rem oving m a te r ia l from storage and prepar ing it fo r shipment. May operate hand or power trucks in per fo rm ing warehousing duties.

Exclude w o rkers whose p r im a ry duties invo lve shipping and rece iv ing work (see Shipping and Rece iv ing C lerk and Shipping P ack er ) , o rd e r f i l l ing (see O rde r F i l l e r ) , or operating power trucks (see P o w e r -T ru c k Operator ) .

ORDER F IL L E R

F i l ls shipping o r t ran s fe r o rders fo r finished goods from stored merchandise in accordance with specif ications on sales slips, custom ers ' o rd e rs , or other instructions. May, in addition to f i l l ing orders and indicating items f i l led or om itted, keep records of outgoing o rd e rs , requisit ion additional stock or report short supplies to superv isor , and p e r fo rm other related duties.

SH IPP IN G P A C K E R

P rep a re s finished products fo r shipment or storage by placing them in shipping containers, the spec if ic operations p e r fo rm ed being dependent upon the type, s ize , and number of units to be packed, the type of container employed, and method o f shipment. W ork requ ires the placing o f items in shipping containers and may invo lve one o r m ore of the fo l low ing : Knowledgeof var ious items of stock in o rd e r to v e r i f y content; se lection of appropriate type and s ize of container; inserting enclosures in container; using e x ce ls io r o r other m ate r ia l to prevent breakage or damage; closing and sealing container; and applying labels o r entering identifying data on container. Packers who also make wooden boxes o r crates are excluded.

M A T E R IA L H AN D LIN G L A B O R E R

A w o rk e r employed in a warehouse, manufacturing plant, s tore , or other establishment whose duties invo lve one o r m ore of the fo l low ing : Loading and unloading various m ater ia ls and m erchandise on or f rom fre ight

MATERIAL HANDLING LABORER— Continued

cars, trucks, o r other transporting devices ; unpacking, shelving, Or placing m ater ia ls o r m erchandise in p roper storage location; and transporting m ater ia ls o r m erchandise by handtruck, car, o r whee lbarrow . Longshore w o rkers , who load and unload ships, are exc luded.

P O W E R -T R U C K O P E R A T O R

Operates a manually contro lled gaso line - o r e le c t r ic -p ow ered truck o r t ra c to r to transport goods and m ater ia ls of a l l kinds about a warehouse, manufacturing plant, or other establishment.

F o r wage study purposes, w o rkers are c lass i f ied by type of pow er- truck, as fo llows:

F o rk l i f t operatorP ow er - t ru ck opera tor (other than fo rk l i f t )

GUARD AND W A T C H M A N

Guard. P e r fo r m s routine po lice duties, e ither at f ixed post or on tour, maintaining o rd e r , using arms o r fo rc e where necessary . Includes guards who are stationed at gate and check on identity of employees and other persons enter ing .

Watchman. Makes rounds of p rem ises p e r io d ica l ly in protecting p roper ty against f i r e , theft, and i l l e g a l entry.

JA N ITO R , P O R T E R , OR C L E A N E R

Cleans and keeps in an o rd e r ly condition fac tory working areas and w ashroom s, o r p rem ises of an o f f ic e , apartment house, o r com m erc ia l or other establishment. Duties invo lve a combination o f the fo l low ing : Sweeping,mopping or scrubbing, and polishing f loo rs ; rem ov ing chips, trash, and other refuse; dusting equipment, furniture, o r f ix tu res ; polishing m eta l fixtures or tr im m ings ; provid ing supplies and m inor maintenance s e rv ic e s ; and cleaning la va to r ies , showers, and res troom s . W orke rs who spec ia l ize in window washing are exc luded.


Area Wage SurveysA list of the latest available bulletins is presented below. A directory of area wage studies including more limited studies conducted at the request of the

Employment Standards Administration of the U.S. Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional offices shown on the back cover or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402

Bulletin numberArea and price*

Akron, Ohio, Dec. 1976 1__________________________________________ 1900-76, 85 centsAlbany-Schenectady—Troy, N.Y., Sept. 1976_____________________ 1900-59, 55 centsAnaheim—Santa Ana-Garden Grove, Calif., Oct. 1976____________ 1900-67, 75 centsAtlanta, Ga., May 1976___________________________________________ 1900-30, 85 centsAustin, Tex., Dec. 19751 __ ______________________________________ 1850-83, 75 centsBaltimore, Md., Aug. 1976________________________________________ 1900-52, 85 centsBillings, Mont., July 1976_________________________________________ 1900-39, 55 centsBinghamton, N .Y ^P a ., July 1976 1_______________________________ 1900-49, 85 centsBirmingham, Ala., Mar. 19761____________________________________ 1900-11, 95 centsBoston, Mass., Aug. 1976_________________________________________ 1900-53, 85 centsBuffalo, N .Y., Oct. 1976___________________________________________ 1900-70, 75 centsCanton, Ohio, May 1976_____________________ _____________________ 1900-28, 55 centsChattanooga, Tenn.—Ga., Sept. 1976_______________________________ 1900-57, 55 centsChicago, 111., May 1976____________________________________________ 1900-32, $1.05Cincinnati, Ohio—Ky.—Ind., Mar. 1976____________________________ 1900-7, 75 centsCleveland, Ohio, Sept. 1976___________________ ____________________ 1900-62, 95 centsColumbus, Ohio, Oct. 1976________________________________________ 1900-68, 75 centsCorpus Christi, Tex., July 1976__________________________________ 1900-41, 55 centsDallas—Fort Worth, Tex., Oct. 1976______________________________ 1900-63, 85 centsDavenport—Rock Island—Moline, Iowa-Ill., Feb. 1976____________ 1900-25, 55 centsDayton, Ohio, Dec. 1975___________________________________________ 1850-73, 45 centsDaytona Beach, F la., Aug. 1976___________________________________ 1900-45, 45 centsDenver—Boulder, Colo., Dec. 1976_______________________________ 1900-73, 85 centsDetroit, Mich., Mar. 19761________________________________________ 1900-15, $1.25Fort Lauderdale—Hollywood and West Palm Beach—

Boca Raton, F la., Apr. 1976____________________________________ 1900-20, 55 centsFresno, Calif., June 1976_________________________________________ 1900-29, 55 centsGainesville, F la., Sept. 1976______________________________________ 1900-54, 45 centsGreen Bay, Wis., July 1976_______ _______________________________ 1900-37, 55 centsGreensboro—Winston-Salem—High Point, N.C., Aug. 1976________ 1900-47, 65 centsGreenville—Spartanburg, S.C., June 1976 1_______________________ 1900-36, 85 centsHartford, Conn., Mar. 1976_______________________________________ 1900- 14, 55 centsHouston, Tex., Apr. 1976_________________________________________ 1900-26, 85 centsHuntsville, Ala., Feb. 1976 _______________________________________ 1900- 17, 55 centsIndianapolis, Ind., Oct. 1976______________________________________ 1900-58, 75 centsJackson, M iss., Feb. 1976_________________________________________ 1900-8, 55 centsJacksonville, F la., Dec. 1975_____________________________________ 1850-81, 45 centsKansas City, Mo.—Kans., Sept. 1976 1_____________________________ 1900-60, $1.05Lexington—Fayette, Ky., Nov. 19751______________________________ 1850-84, 75 centsLos Angeles—Long Beach, Calif., Oct. 1975 1 ____________________ 1850-86, $1.15Louisville, Ky.—Ind., Nov. 1976___________________________________ 1900-69, 55 centsMelbourne—Titusville—Cocoa, F la., Aug. 1975____________________ 1850-54, 65 centsMemphis, Tenn.—Ark^-Miss., Nov. 1976 1_______________________ 1900-75, 85 cents

Bulletin numberArea and price*

Miami, Fla., Oct. 1976___________________________________________ 1900-66, 75 centsMilwaukee, Wis., Apr. 1976______________________________________ 1900-22, 85 centsMinneapolis—St. Paul, Minn,—Wis., Jan. 1976____________________ 1900-3, 95 centsNassau—Suffolk, N.Y., June 1976_________________________________ 1900-35, 85 centsNewark, N.J., Jan. 1976__________________________________________ 1900-10, 85 centsNew Orleans, La., Jan. 1976_____ ________________________________ 1900-2, 75 centsNew York, N .Y.-N .J., May 1976__________________________________ 1900-48, $1.05Norfolk—Virginia Beach—Portsmouth, Va^N.C., May 19761____ 1900-27, 85 centsNorfolk—Virgin ia Beach—Portsmouth and Newport News—

Hampton, Va.—N.C., May 1976 1_____________ __________________ 1900-33, 85 centsNortheast Pennsylvania, Aug. 1976_______________________________ 1900-43, 65 centsOklahoma City, Okla., Aug. 1976_________________________________ 1900-42, 55 centsOmaha, Nebr^-Iowa, Oct. 1976____________________________________ 1900-61, 55 centsPaterson—Clifton—Passaic, N.J., June 1976______________________ 1900-38, 55 centsPhiladelphia, Pa^N .J., Nov. 1976 1______________________________ 1900-64, $1.10Pittsburgh, Pa., Jan. 19761 ______________________________________ 1900-1, $1.15Portland, Maine, Dec. 1976 1____________________________________ 1900-72, 85 centsPortland, Oreg.—Wash., May 1976_______________________________ 1900-51, 75 centsPoughkeepsie, N.Y., June 1976___________________________________ 1900-50, 45 centsPoughkeepsie—Kingston—Newburgh, N .Y., June 1976_____________ 1900-55, 55 centsProvidence—Warwick—Pawtucket, R.I.—Mass., June 1976________ 1900-31, 75 centsRaleigh—Durham, N.C., Feb. 1976_______________________________ 1900- 18, 55 centsRichmond, Va., June 1976_________________________________________ 1900-34, 65 centsSt. Louis, Mo.—111., Mar. 19761 __________________________________ 1900- 19, $1.25Sacramento, Calif., Dec. 1976____________________________________ 1900-71, 55 centsSaginaw, Mich., Nov. 1976 1 ______________________________________ 1900-74, 75 centsSalt Lake City—Ogden, Utah, Nov. 1976__________________________ 1900-65, 55 centsSan Antonio, Tex., May 1976_____________________________________ 1900-23, 65 centsSan Diego, Calif., Nov. 1975______________________________________ 1850-77, 45 centsSan Francisco—Oakland, Calif., Mar. 1976______________________ 1900-9; 95 centsSan Jose, Calif., Mar. 1976_______________________________________ 1900-13, 75 centsSeattle-Everett, Wash., Jan. 1976_______________________________ 1900-6, 65 centsSouth Bend, Ind., Mar. 1976______________________________________ 1900-5, 55 centsStamford, Conn., May 19761______________________________________ 1900-40, 85 centsSyracuse, N.Y., July 1976 ________________________________________ 1900-44, 55 centsToledo, Ohio—Mich., May 1976____________________________________ 1900-24, 55 centsTrenton, N.J., Sept. 1976_________________________________________ 1900-56, 55 centsUtica^Rome, N.Y., July 19751____________________________________ 1850-48, 80 centsWashington, D.C.—Md^-Va., Mar. 1976___________________________ 1900-12, 85 centsWestchester County, N.Y., May 1976____________________________ 1900-46, 55 centsWichita, Kans., Apr. 1976_____________ ___________________________ 1900-21, 55 centsWorcester, Mass., Apr. 1976____________________________________ 1900- 16, 55 centsYork, Pa., Feb. 1976_____________________________________________ 1900-4, 55 cents

* Prices are determined by the Government Printing Office and are subject to change.* Data on establishment practices and supplementary wage provisions are also presented.


U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212

Official BusinessPenalty for private use, $300

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

Bureau of Labor Statistics Regional OfficesRegion I

1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

jgion IISuite 34001515 BroadwayNew York, N.Y. 10036Phone: 662-5406 (Area Code 212)

New Jersey New York Puerto Rico Virgin Islands

Region III 3535 Market Street,P.O. Box 13309Philadelphia, Pa. 19101Phone: 596-1154 (Area Code 215)

DelawareDistrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Region IV Suite 5401371 Peachtree St., N.E.Atlanta. Ga. 30309Phone: 881-4418 (Area Code 404)

Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Region V9th Floor, 230 S. Dearborn St.Chicago, III. 60604Phone: 353-1880 (Area Code 312)

IllinoisIndianaMichiganMinnesotaOhioWisconsin

.Region VI Second Floor555 Griffin Square BuildingDallas, Tex. 75202Phone: 749-3516 (Area Code 214)

Arkansas Louisiana New Mexico Oklahoma Texas

Regions VII and VIII Federal Office Building 911 Walnut St.. 15th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816)

VII VIIIIowa ColoradoKansas MontanaMissouri North DakotaNebraska South Dakota

UtahWyoming

Regions IX and X 450 Golden Gate Ave.Box 36017San Francisco, Calif. 94102 Phone: 556-4678 (Area Code 415)

IX XArizona AlaskaCalifornia IdahoHawaii OregonNevada Washington


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